Northwestern Univ. Human Capital Conference

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Slides E Pluribus Partners (Michael Lee Stallard and Jason Pankau) presented in a keynote speech at Northwestern University People Performance Management and Measurement's annual Human Capital Think Tank held on October 14, 2009 in Chicago, Illinois.

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  • WWII AMERICA BEHIND NAZIS IN MILITARY INFRASTRUCTURE FDR PLANT VISITS YOUNG PILOT HEWITT WHELESS TX RIVERTERS AND WELDERS --> FREEDOM FIGHTERS FROM 1941 UNTIL 1945 AMERICA OUTPRODUCED NAZIS 3to1 BUILT NEARLY 300,000 AIRCRAFT
  • STEVE JOBS RETURNED TO APPLE IN 1996 FOLLOWING A 12 YR EXILE Lost its way FORGOT WHO IT WAS THINK DIFFERENT AD CAMPAIGN READ THE “HERES TO THE REBELS” ADVERTISING COPY WERE NOT TECHNOLOGISTS, WERE ARTISTS AND INNOVATORS WHO ARE CHANGING THE WORLD BY CREATING TOOLS FOR PEOPLE LIKE US TODAY, APPLE MKT VALUE HAS SOARED, MOST RESPECTED COMPANY IN AMERICA ACCORDING TO FORTUNE MAGAZINE POLL
  • Acquired in 1987 Creating a community and connection make empls proud Howard Schultz book about it 15,000 coffeehouses in 42 countries Third place outside of home and work
  • 2000 started….Met w/95% of new employees! Travels one day each week “ most airlines treat passengers like cattle and that Jet Blue is different because they make personal connections with their passengers.” Makes them feel valued 2007 Valentines Day massacre…emails, YouTube, Letterman recovered customer goodwill
  • PAUL SPIEGELMAN CEO OF BERYL COMPANIES A CALL CENTER OUTSOURCING FIRM FOR HOSPITALS RECOGNIZED AS ONE OF THE BEST COMPANIES TO WORK FOR IN AMERICA
  • WHEN AN EMPLOYEE IS IN NEED, SOMEONE AT BERYL CAN GET ONLINE IN FILL OUT A FORM THAT GOES TO THE PERSONS SUPERVISOR, HEAD OF HUMAN RESOURCES AND THE CEO. THEY RESPOND IN SOME WAY. IN THIS CASE PAUL SPIEGELMAN THE CEO SEND A PERSONAL NOTE TO AN EMPLOYEE WHO WAS INJURED
  • EARLY 1980S HELPFUL CASSADRAS/ CONSTRUCTIVE CONFRONTATION OUT OF THE MEMORY BUSINESS 13 YRS LATER LARGEST NON PROP CHIP MAKER IN WORLD…LARGER THAN NEXT 3 COMPETITORS COMBINED
  • 2000 BECAME CEO Actively seeks people’s opinions. tell them what’s honestly on his mind before he asks them to share “ get the moose out of the closets” In his first 12 months, 2.5X increase in employee approval of P&G’s leadership and soaring profitability and stock price 75%... so much so much wealth P&G was able to acquire Gillette.
  • Northwestern Univ. Human Capital Conference

    1. 1. Creating a Connection Culture THINK TANK
    2. 2. BULLS BASKETBALL DYNASTY
    3. 3. CURRENT WORK ENVIRONMENT <ul><li>Why should you care? </li></ul><ul><li>Employee trust and cooperation are low </li></ul><ul><li>75% of our employees are not engaged at work! </li></ul><ul><li>In America that is more than 101,000,000 individuals </li></ul>
    4. 4. EMPLOYEE ENGAGEMENT DEFINED
    5. 5. “ UNBELIEVABLE OPPORTUNITY” <ul><li>“ One of the things you notice in Gallup Research is that only one in four workers in the U.S. are engaged in the workplace… Imagine if you could get half the employees engaged… It is just unbelievable to me the potential that exists for companies .” </li></ul><ul><li>James Clifton </li></ul><ul><li>CEO, Gallup Organization </li></ul>
    6. 6. RESEARCH
    7. 7. ORANIZATIONAL BEHAVIOR
    8. 8. ORGANIZATIONAL BEHAVIOR <ul><li>2004 Employee Engagement Study, 50,000 employees: </li></ul><ul><li>Emotional factors are four times as effective as rational factors in engaging employees </li></ul><ul><li>Engaged employees are 20% more productive than the average employee </li></ul><ul><li>Source: Corporate Executive Board </li></ul>
    9. 9. NEUROSCIENCE <ul><li>Neuroscience has shown that connection: </li></ul><ul><li>Increases dopamine which enhances attention and pleasure </li></ul><ul><li>Increases serotonin which reduces fear and worry </li></ul><ul><li>Increases oxytocin which makes us more trusting of others </li></ul><ul><li>Reduces stress hormones (epinephrine, norepinephrine, cortisol) </li></ul>
    10. 10. NEUROSCIENCE <ul><li>Scientists discovered from split brain surgery on epilepsy patients: </li></ul><ul><li>Right Brain - unconscious mind - emotions </li></ul><ul><li>Left Brain - conscious mind - logic, speech </li></ul><ul><li>Neuroscientist Michael Gazzaniga labeled the left brain “the interpreter” </li></ul><ul><li>Right brain determines what we do, left brain makes up a story to explain it </li></ul>
    11. 11. PSYCHOLOGY Meaning Personal Growth Autonomy (Freedom) Recognition Belonging Respect Human needs to thrive:
    12. 12. PSYCHIATRY <ul><li>Lack of connection at work increases: </li></ul><ul><li>loneliness </li></ul><ul><li>isolation </li></ul><ul><li>confusion </li></ul><ul><li>distrust </li></ul><ul><li>disrespect, and </li></ul><ul><li>dissatisfaction </li></ul><ul><li>Source: Dr. Edward Hallowell, psychiatrist, former instructor, Harvard Medical School </li></ul>
    13. 13. POLITICAL SOCIOLOGY <ul><li>Since WWII, joy has declined although economic prosperity has increased dramatically. </li></ul><ul><li>Experts believe it’s attributable to a lack of connection and community </li></ul><ul><li>Sources: Bowling Alone by Robert Putnam, American Paradox by David Myers, and The Decline of Happiness in Market Democracies by Robert Lane </li></ul>
    14. 14. HEALTH RESEARCH <ul><li>Research has shown connection = positive impact </li></ul><ul><li>Infants who are held = healthier </li></ul><ul><li>Elementary students who receive eye contact = perform better academically </li></ul><ul><li>Patients who have social support = recover faster </li></ul><ul><li>Adults with greater connection = more creative, better problem solvers </li></ul><ul><li>Seniors who have social relationships = live longer </li></ul><ul><li>Sources : Carlson, 1998; Rosenthal and Jacobson, 1992; Resnick, 1997; Cohen, 1997; Berkman, 1979; Baumeister, 2003; MacArthur Foundation Study, 1998 </li></ul>
    15. 15. CURRENT WORK ENVIRONMENT <ul><li>Florida State University Survey </li></ul><ul><li>When Bosses Behave Badly – </li></ul><ul><li>employees retaliate : </li></ul><ul><li>30% slowed down or purposely made errors vs. 6% of those not reporting abuse. </li></ul><ul><li>27% purposely hid from the boss vs. 4% of those not abused. </li></ul><ul><li>33% confessed to not putting in maximum effort vs. 9% of those not abused. </li></ul><ul><li>29% took sick time off even when not ill vs. 4% of those not abused. </li></ul><ul><li>25% took more or longer breaks vs. 7% of those not abused. </li></ul>
    16. 16. THE CONNECTION CULTURE <ul><li>We all need connection! </li></ul><ul><li>Brings out the best in people and makes them: </li></ul><ul><li>mentally and physically healthier </li></ul><ul><li>more trusting </li></ul><ul><li>more productive </li></ul><ul><li>more cooperative </li></ul><ul><li>more creative </li></ul><ul><li>better problem solvers </li></ul>
    17. 17. WHAT IS CONNECTION? <ul><li>“ Like wind through the trees” </li></ul><ul><li>An invisible force between human beings that promotes trust, cooperation and “esprit de corps”! </li></ul>Brought about from intentionally developing Relationship Excellence !
    18. 18. CONNECTION DEFINITION <ul><li>A bond based on shared identity, empathy and understanding that moves self-centered individuals toward group-centered membership. </li></ul>
    19. 19. WORK BECOMING MORE IMPORTANT <ul><li>Beginning in the 1990’s, work became a greater part of Americans’ self definition than family and community. </li></ul><ul><li>- The Gallup Organization </li></ul>
    20. 20. THE CONNECTION CULTURE <ul><li>We need to put the corpus back into corporation ! </li></ul><ul><li>“ Corpus” is Latin for body </li></ul><ul><li>Cor·po·ra·tion (kôr'pə-rā'shən) n. </li></ul><ul><li>A body that is granted a charter recognizing it as a separate legal entity having its own rights, privileges, and liabilities distinct from those of its members. Such a body created for purposes of government. Also called body corporate . </li></ul><ul><li>A group of people combined into or acting as one body. </li></ul>
    21. 21. THE CORPORATE EQUATION + Task Excellence The Connection Culture
    22. 22. ELEMENTS OF CONNECTION Core Elements 1. Human Value 2. Inspiring Identity 3. Knowledge Flow Enabling Elements 4. Committed Members 5. Servant Leaders
    23. 23. THE CONNECTION CULTURE V ision (Inspiring Identity) V alue (Human Value) V oice (Knowledge Flow) Easy way to remember the Core Elements:
    24. 24. INSPIRING IDENTITY (“VISION”) <ul><li>When everyone in the organization is </li></ul>proud of the reputation. united by the values, and motivated by the mission,
    25. 25. VISION
    26. 26. VISION
    27. 27. VISION
    28. 28. HUMAN VALUE (“VALUE”) <ul><li>When everyone in the organization </li></ul>understands the needs of people, appreciates their positive, unique contributions, and helps others achieve their potential.
    29. 29. VALUE <ul><li>1. Understands psychological needs of people </li></ul><ul><li>Human needs at work: </li></ul><ul><li>Respect </li></ul><ul><li>Recognition </li></ul><ul><li>Belonging </li></ul><ul><li>Autonomy (freedom) </li></ul><ul><li>Personal growth </li></ul><ul><li>Meaning </li></ul><ul><li>Sources: </li></ul><ul><li>E Pluribus Partners, Ryan and Deci, Maslow, Frankl, Csikszentmihalyi, Banks </li></ul>Lack of connection > deficit need dysfunctional behavior
    30. 30. VALUE <ul><li>2. Appreciate my positive, unique contributions </li></ul><ul><li>Know my story </li></ul><ul><li>How well do you know your employees? </li></ul><ul><li>What is their background? </li></ul><ul><li>What are their dreams and ambitions? </li></ul><ul><li>What motivates them? </li></ul><ul><li>Who is important in their life? </li></ul><ul><li>What qualities do they strive for? </li></ul>
    31. 31. VALUE <ul><li>3. Help others achieve their potential </li></ul><ul><li>Encourage professional growth professional development courses </li></ul><ul><li>Encourage personal growth </li></ul><ul><ul><li>coaching, mentoring </li></ul></ul><ul><ul><li>Share your gold with others! </li></ul></ul>
    32. 32. VALUE
    33. 33. VALUE
    34. 34. VALUE
    35. 35. VALUE
    36. 36. From: Morrow Lara (Human Resources) Sent: Thursday, September 06, 2007 4:31 PM To: Shipp Lance; Spiegelman Paul Cc: Carter Tracey (Human Resources); Pryor Andrew Subject: Beryl Cares Allan Follett Provider Services Call Advisor (New BBB member) Allan had surgery on his Achilles tendon.  It is a sports injury.  He will be out a few weeks.  Flowers sent.  VALUE
    37. 38. KNOWLEDGE FLOW (“VOICE”) <ul><li>When everyone in the organization </li></ul>safeguards relational connections. shares ideas and opinions honestly, and seeks the ideas of others,
    38. 39. VOICE
    39. 40. VOICE
    40. 41. VOICE According to her colleagues: “She told us everything, stuff we didn’t want to know [like how close we were to running out of cash].” “Part of her DNA is to tell you the good, the bad, and the ugly.”
    41. 42. VOICE
    42. 43. 1. Leader fails to encourage other points of view 2. Internal rivals 3. Fiefdoms 4. Isolationist culture KNOWLEDGE TRAPS
    43. 44. KNOWLEDGE FLOW SESSIONS
    44. 45. CONNECTION FORMULA V ISION + V ALUE + V OICE = Connection
    45. 46. ELEMENTS OF CONNECTION Core Elements 1. Human Value 2. Inspiring Identity 3. Knowledge Flow Enabling Elements 4. Committed Members 5. Servant Leaders
    46. 47. COMMITTED MEMBERS <ul><li>Definition: </li></ul><ul><li>When everyone in the organization is: </li></ul><ul><li>committed to task excellence, </li></ul><ul><li>promoting the connection culture, and </li></ul><ul><li>living out character strengths and virtues. </li></ul>
    47. 48. <ul><li>Definition: empowered with the authority to: </li></ul><ul><li>Coordinate task excellence, </li></ul><ul><li>Facilitate the connection culture, and </li></ul><ul><li>Model and mentor others in character strengths and virtues! </li></ul>SERVANT LEADERS
    48. 49. “ Ability may get you to the top but it takes character to keep you there.” -- Legendary UCLA basketball coach John Wooden CHARACTER STRENGTHS
    49. 50. CHARACTER STRENGTHS “ Coach Wooden had a profound influence on me as an athlete, but an even greater influence on me as a human being. He is responsible, in part, for the person I am today.” - Kareem Abdul Jabbar
    50. 51. ELEMENT #1: VISION
    51. 52. “… while there are indeed great, often unfathomable forces in history before which even the most exceptional of individuals seem insignificant, the wonder is how often events turn upon a single personality, or the quality we call character.” -- Historian David McCullough CHARACTER STRENGTHS
    52. 53. “ I have a dream that my four little children will one day live in a nation where they will not be judged by the color of their skin but by the content of their character.” ” -- Rev. Martin Luther King, Jr. CHARACTER STRENGTHS
    53. 54. ORGANIZATIONAL CHARACTER
    54. 55. American Psychology Association study Leading psychologists Global study Identified 24 specific character strengths CHARACTER STRENGTHS
    55. 56. CHARACTER STRENGTHS General George C. Marshall
    56. 57. CHARACTER STRENGTHS “ I’m sorry Mr. President, I don’t agree with you at all.” -- General George C. Marshall
    57. 58. CHARACTER STRENGTHS <ul><li>“ [He has] an insatiable desire to learn, to know, [and] to understand.” </li></ul><ul><li>-- Nobel Peace Prize Committee </li></ul>
    58. 59. “ Most men are slaves of ambition. General Marshall is a slave of his duties.” “ I have never seen a task of such magnitude performed by a man” “ You have inspired us with your single-mindedness of purpose and selfless devotion to our common cause.” CHARACTER STRENGTHS -- Senator Henry Stimson -- British Officers’ Letter to Marshall
    59. 60. “… when I disapprove [of Marshall’s recommendations], I don’t have to look over my shoulder to see which way he is going…I know he is going…to give me the most loyal support as chief of staff that any president could wish.” -- President Franklin Delano Roosevelt CHARACTER STRENGTHS
    60. 61. “ Our policy is directed not against any country or doctrine but against hunger, desperation, and chaos.” -- George C. Marshall Speech at Harvard University in 1953 The Marshall Plan CHARACTER STRENGTHS
    61. 62. CHARACTER AND CONNECTION Who will you choose to become? Intentional Disconnector Unintentional Disconnector  Intentional Connector 
    62. 63. CHARACTER STRENGTHS <ul><li>1. Develop habits that reflect character strengths. </li></ul><ul><li>2. Build high trust relationships with people who want to develop character strengths. </li></ul><ul><li>3. Undertake periodic checkups - 360 degree performance reviews. </li></ul><ul><li>4. Study and celebrate the character of intentional connectors. </li></ul><ul><li>5. Select, measure and promote leaders who have character strengths and who connect. </li></ul>
    63. 64. SERVANT LEADERS The Connection Culture
    64. 65. Actionable examples 20 stories of great leaders Questions for team study LEARN FROM LEADERS Free download for the next 2 days at: www.MichaelLeeStallard.com

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