Accountable Leaders & Teams
•Download as PPTX, PDF•
0 likes•1,061 views
Leaders who understand how to build Accountable Teams do much better! According to Gallup, the top 25% of leaders get better business results.
Recommended
More Related Content
More from Rhythm Systems
Recently uploaded
Recently uploaded (20)
Accountable Leaders & Teams
- 1. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com PATRICK THEAN Accountable Leaders Deliver Awesome Results
- 2. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com HBR “90% of corporate initiatives fail”
- 3. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com HBR “90% of corporate initiatives fail” 90%
- 4. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com How are your initiatives coming along? Do you have Accountable Leaders delivering Results?
- 5. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com Initiatives depend on the person leading them
- 6. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com Your Entire Payroll Leaders Initiatives & Opportunity Cost Leaders hold the key to Resources & Results
- 7. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com Value of payroll + Lost value of the initiative Lost Profits Lower Valuation When things don’t go right and initiatives fail
- 8. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com Rhythm clients achieve superior results - Show you how?
- 9. 1 2 Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com The Rhythm System Systems Rhythms & Process Deliver Predictable Results B a s e d o n 2 B e s t - S e l l i n g B o o k s People Accountable Leaders & Teams
- 10. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com 1. Set Clear Expectations 2. Don’t Overload Teams 3. Collaborate & Remove Obstacles 4. Accelerate People with Systems What Do Accountable Leaders Do Differently?
- 11. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com #1 Clear Expectations: What is the Cost of Your Rework? Unclear expectations lead to mistakes and rework!
- 12. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com Gift For Your Employees • Nobody wants to fail • We all want to win! • Just tell us what is expected of us
- 13. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com ✦ Body Level One • Body Level Two ✦ Body Level Three ✦ Body Level Four ✦ Body Level Five Title Text Drive Results and Performance! • Clear Role • Clear Outcomes The Gift: Rhythm’s Job Scorecards
- 14. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com Rhythm Software’s Job Scorecards Drive Results
- 15. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com Assess Yourself Does your team have clear roles, goals, and expectations?
- 16. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com 1. Set Clear Expectations 2. Don’t Overload Teams 3. Collaborate & Remove Obstacles 4. Accelerate People with Systems What Do Accountable Leaders Do Differently?
- 17. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com #2 Don’t Overload Your Teams
- 18. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com P e o p l e h a v e d a y j o b s a n d s p e n d a l a r g e % o f t i m e a n d e f f o r t o n t h e s e . T h e n w e p i l e o n g r o w t h p r i o r i t i e s . I n a d v e r t e n t l y , w e o v e r l o a d t h e p e r s o n . Existing Business (day jobs) + Growth/Improvement Initiatives = OVERLOADED? Why Overloading Happens
- 19. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com • Plan every Quarter (13 Weeks) • Say YES to a few priorities & NO to the rest • Align Up/Down & Left/Right How To Stop Overloading
- 20. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com Assess Yourself Do you overload your team?
- 21. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com 1. Set Clear Expectations 2. Don’t Overload Teams 3. Collaborate & Remove Obstacles 4. Accelerate People with Systems What Do Accountable Leaders Do Differently?
- 22. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com #3 Collaborate and Remove Obstacles
- 23. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com Collaborate - What’s in the way of achieving success?
- 24. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com Collaborate & Remove Obstacles
- 25. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com People Obstacles are the Toughest!
- 26. rhythmsystems.comCopyright © 2018 Rhythm Systems, Inc. ELEPHANTS IN THE ROOM A s k i n g p e o p l e t o wo r k a r o u n d p e o p l e i s s u e s b u r n s t i m e a n d e n g a g e m e n t .
- 27. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com People Issues – Leaders need to resolve them
- 28. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com Assess Yourself How good are you at removing obstacles?
- 29. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com 1. Set Clear Expectations 2. Don’t Overload Teams 3. Collaborate & Remove Obstacles 4. Accelerate People with Systems What Do Accountable Leaders Do Differently?
- 30. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com #4 Accelerate Team Performance With One System
- 31. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com The key to getting growth initiatives done is to do strategic, planning and weekly meetings right so you can keep your plan on track. The Rhythm System Playbook BHAG Core Values Core Purpose Core Customer 10 - 20 Years CORE STRATEGY 3 - 5 Years Yearly Focus Annual Initiatives Critical #s Annual FOCUS PRIORITIZE 13 Week Race Execution Ready KPIs & Priorities Cascade Quarter Weekly Meeting Prep Collaborate Make Adjustments Week In Sync Week Daily Huddle Actions Do the Work Day STAY ACCOUNTABLE WIN ALIGN TEAMS T H I N K P L A N D O Winning Moves 3-5 Year Targets Brand Promise
- 32. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com Don’t Keep Your Plan A Secret
- 33. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com
- 34. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com Stop wasting payroll on ineffective weekly status meetings Weekly Status Meeting • 80% time reviewing status • Focus is on the past • Reviewing what happened • Individual focus is on achieving individual success
- 35. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com Weekly Adjustment Meetings Drive Predictable Results Weekly Status Meeting • 80% time reviewing status • Focus is on the past • Reviewing what happened • Individual focus is on achieving individual success Weekly Adjustment Meeting • 80% time working on solutions • Focus is on the future • Make adjustments for success • Team focus on achieving the company plan
- 36. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com Spend time working together, adjust, fix issues
- 37. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com
- 38. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com Assess Yourself Do you have the right systems to allow your teams to get top results?
- 39. Copyright © 2018 Rhythm Systems, Inc. rhythmsystems.com Path of Progress - Take Action! How did you fare in the self-assessment? Next Steps: 1. Take Action: Plan your path of progress 2. Reach out to us if you would like some help 1. Accountable Leaders Workshop 2. The Rhythm Software System 3. Click here to Learn more and Contact Us
Editor's Notes
- Outline Intro - 2 Awesome Leaders - 11 Discussion - 27 Don’t overload - 28 Discussion - 33 Collaborate - 34 Discussion 42 Systems - 43 Discussion - 54 End - 55 ImageFIRST -57 POP - 58
- Top Leaders who understand how to build Accountable Teams do much better! According to Gallup the top 25% of leaders get better business results: • 21% Higher Profitability • 20% Higher Sales • 17% Higher Productivity • 24% Less Turnover
- (PAIN/IMPLICATION) What is your ROP?
- Put a $ on it What is the cost of failure…. ? For each failed or delayed initiative Value of payroll + Lost value of the initiative Translates to Lost profit Lower valuation
- Our clients buck the trend - How do they do this?
- They use our play book People - Systems - our playbook is the OS for their company processes
- CP NOTE – Patrick, we said we would teach them 4 Reason Leaders Fail to Deliver Results. We need to deliver on this. To show pain, we need to go negative. Explain this and then explain the 4 things we will teach them to be Accountable Leaders that Deliver Expected Resulsts Unclear Roles Goals & Expectations Teams Bite Off More Than They Can Chew Silos Cause Duplication of Effort and ReWork Leaders Don’t Know Who Needs Help & Why I redid this to map to what we promised and removed common purpose – it is too much content and overhwhelming.
- The people don’t know what to do… so they do the wrong thing, rework Play with the audience - resonates with you? People work on the wrong projects? Yours does not get done? Or create a WORD Cloud…. Any of these relate to you? words from Patrick for the word cloud So what are we going to do?
- Gift to your employees - Clarity of Role Do I know what my job is supposed to deliver? Do I know the results that you are expecting? How do I be successful?
- What’s at stake? Great employees are leaving Gallup’s research shows us - people don’t understand their roles get disengaged. Great ones leave. Mediocre ones stay ROP should be better Calculate the $ The projects and salaries under a “B” or “C” leader?
- Job scorecard totally results focused What about relationships? The disconnect between what they were hired to do and what they are actually doing Annual reviews versus continuous feedback and performance conversations Let me show you how to do it in our system
- Outline Intro - 2 Awesome Leaders - 11 Discussion - 27 Don’t overload - 28 Discussion - 33 Collaborate - 34 Discussion 42 Systems - 43 Discussion - 54 End - 55 ImageFIRST -57 POP - 58
- CP NOTE – Patrick, we said we would teach them 4 Reason Leaders Fail to Deliver Results. We need to deliver on this. To show pain, we need to go negative. Explain this and then explain the 4 things we will teach them to be Accountable Leaders that Deliver Expected Resulsts Unclear Roles Goals & Expectations Teams Bite Off More Than They Can Chew Silos Cause Duplication of Effort and ReWork Leaders Don’t Know Who Needs Help & Why I redid this to map to what we promised and removed common purpose – it is too much content and overhwhelming.
- Planning avoids Overloading… People fight for resources and move to survival of the fittest. Not collaborative. Kills alignment and builds up walls and silos
- The most common reason we see plans and growth initiatives fail is that they have overloaded people. Think about it. People have day jobs and spend a large % of time and effort on these. Then we pile on growth priorities. Inadvertently, you overload the person. They never had a chance to succeed. Around week 5 of the 13 week quarter, they just can’t keep up. Now, chaos occurs. Everyone starts scrambling and gets stressed. Project fall behind. The answer? You need to prevent this up front. What we have found is that in addition to doing their day jobs, people can’t handle more than 3 additional grown priorities. For my marketing team, we did a great exercise one quarter. We handed every one a calendar. They had to block out time for weekly meetings and other standard meeting or company meetings. Block out time for vacation. Then we asked them to block out time every day for day jobs. We then calculated how much time they had left over. When we finished marketing team planning, we looked at growth priorities and everyone had to figure out time they needed. Not a surprise that many people were overloaded. We adjusted right then and there and had a great quarter. For our clients, we load their plan into our software and they can press a button and see if anyone is overloaded. It makes doing this test really easy and fast. Overloading = Chaos, Lower Engagement, mistakes, rework and waste Story - ImageFIRST - in Healthcare Were struggling implementing strategies… Everyone working hard… but old problems kept coming back up… Got clear on their core business and core jobs. Clear KPIs…. Manage results Then got clear on how much strategic work they can do They did LESS strategic work and moved FASTER. Less = More
- We have seen a lot of plans and the results they produce. Unfortunately, when we start with our client companies, there are a few items they are not focusing on that are causing them to have poor results. There are 3 areas we see companies get wrong that prevents them from getting Predictable ROI. This is not only for marketing initiatives, but all their strategic initiatives. Here are the top 3: 1. A detailed execution plan for the company AND departments, Unfortunately, most companies that start with us spend a lot of time determining their strategy and top priorities for the executive team at the company level. but do not break it down for departments with details so everyone knows what they have to do. Without specificity, things get off track really quickly. 2. Negotiating resources upfront. (communicate cross-functionally across all departments set results and confirm resources) 3. A reliable system to adjust weekly. Weekly meetings are effective if you use them to identify what is going wrong, why and come together to fix it. Unfortunately, research shows that most weekly meetings are spent reporting out status. We help our clients do weekly ADJUSTMENT meetings where they spend 80% of their time solving problems. This makes a big difference for for driving success for marketing initiatives because marketing has a lot of priorities and tons of moving parts. So many things can go wrong and if you don’t fix it quickly, it can block you from achieving you 90 day goals.
- Outline Intro - 2 Awesome Leaders - 11 Discussion - 27 Don’t overload - 28 Discussion - 33 Collaborate - 34 Discussion 42 Systems - 43 Discussion - 54 End - 55 ImageFIRST -57 POP - 58
- CP NOTE – Patrick, we said we would teach them 4 Reason Leaders Fail to Deliver Results. We need to deliver on this. To show pain, we need to go negative. Explain this and then explain the 4 things we will teach them to be Accountable Leaders that Deliver Expected Resulsts Unclear Roles Goals & Expectations Teams Bite Off More Than They Can Chew Silos Cause Duplication of Effort and ReWork Leaders Don’t Know Who Needs Help & Why I redid this to map to what we promised and removed common purpose – it is too much content and overhwhelming.
- Know who to help and why Collaborate and adjust as needed Monitor progress and COACH “Are we on track & What adjustments?”
- Key Point “Managing across multiple departments”. WHY? Most enterprise initiatives need multiple departments, Have dependencies Need accountable leaders to also be Accountable to work with other leaders cross functionally across departments Here is where the big needle movements are - your strategic initiatives Big ones - Want to grow? Accountable leaders and teams deliver growth better than anyone… Complex Expansion rollout - open new offices Launching new products M&A Scaling operations Accountable leaders and teams that have to work across departments (Inter-dependant - Ryan’s slide) Leader - needs to look for ways to HELP, COACH, collaborate, bring in other resources to solve problems fast! We see this scenario sometimes…. Red for many weeks and no one talks about it. Why? Don’t know how to solve? Leader’s job. -Get to this in week 1 or 2…. NOT let it go every week… Take time, schedule a special adjustment meeting…CAN’T DO is IGNORE… Set the RYG better; Or it really is a crisis and can’t ignore it; or bad KPI - not important
- What would the Breakthrough leader do? His or Her goal is to increase speed, get the team together to solve, remove obstacles Will ask for comments about the situation And provide suggestions Don’t think he is dumping the problem on you. Instead, coordinate team and outside people to solve problem
- We often ask our people to work around it…. Burning time…. And losing engagement People issues are the biggest obstacles
- People Issues having trouble with an executive blocking me You need to resolve this - not leave it to the employee How? Yes, you can coach Yes, you can approach the executive But NO - you can’t just leave it alone and let the time tick away….
- Outline Intro - 2 Awesome Leaders - 11 Discussion - 27 Don’t overload - 28 Discussion - 33 Collaborate - 34 Discussion 42 Systems - 43 Discussion - 54 End - 55 ImageFIRST -57 POP - 58
- CP NOTE – Patrick, we said we would teach them 4 Reason Leaders Fail to Deliver Results. We need to deliver on this. To show pain, we need to go negative. Explain this and then explain the 4 things we will teach them to be Accountable Leaders that Deliver Expected Resulsts Unclear Roles Goals & Expectations Teams Bite Off More Than They Can Chew Silos Cause Duplication of Effort and ReWork Leaders Don’t Know Who Needs Help & Why I redid this to map to what we promised and removed common purpose – it is too much content and overhwhelming.
- One Team and One System It is very important to have one system to do planning and weekly meetings as one team on Day 1. You have acquired a company and its people and they need to get to work. You do not want them to be confused how to work. Be ready for them with clear roles, goals and meeting rhythms. So they know what to do, what team they belong to and what meetings they need to be in. I am talking about a system to plan and work together. This is what drives predictable results and gets people up to peak performance in a short period of time. Let me show you want I mean.
- Here are the meeting rhythms our clients have in place. This is the way work gets done, information gets shared and adjustments get made to keep your plan on track. This must be a system and ready for your new team members to join. If you have this in place they can integrate into work. If you don’t – chaos will ensue. This will get your teams Aligned and create the right cadence. You also need a common terminology and processes to get everyone on the same page
- Communicating your execution plan is critical. You know it… but do the people who have to execute know it?
- Here is how Avidxchange does it “We have never missed an Annual Planning Session. Having a Rhythm Facilitator has been critical in helping navigate from 50 employees to 1,000.” Even when things got crazy, Mike and his team took the time to go off site and plan for 2-3 days. Developing the right strategy and building the right execution plans is what enabled them to grow to a 1000 employees in the last 17 years.
- This is what most people do - weekly status meeting How did we do? What’s happening?
- Instead - WAM Focus on your plan - achieving it Come prepared to solve problems - to get your strategic initiatives done
- I can’t stress the importance of this. Make sure you have a system in place for data and human insights – it makes all the difference. Eliminate silos, confusion, misunderstandings, helps managers.
- Here is a quote from Dr. V at BioPlus “Rhythm helped me drive execution weekly allowing us to find the right strategy, execute it and go from $127mm to over $800mm in 3 years.” When we first met Dr. V, he and his team were doing a lot of things right, be he wanted to take his planning and execution to the next level. That’s when we began working together. Doing so has fueled the growth you see in the quote.
- Outline Intro - 2 Awesome Leaders - 11 Discussion - 27 Don’t overload - 28 Discussion - 33 Collaborate - 34 Discussion 42 Systems - 43 Discussion - 54 End - 55 ImageFIRST -57 POP - 58
- Do you or other executives need help? LEAP Does your team need help? Accountable Leaders and Team Do you have a system to accelerate performance? Rhythm Software