Your SlideShare is downloading. ×
The Renegade Leader Coaching & Consulting Group
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×

Introducing the official SlideShare app

Stunning, full-screen experience for iPhone and Android

Text the download link to your phone

Standard text messaging rates apply

The Renegade Leader Coaching & Consulting Group

517
views

Published on

I promoted people to management who never supervised before and they ran into challenges. Debora worked with our employees to assist them with their leadership roles.

I promoted people to management who never supervised before and they ran into challenges. Debora worked with our employees to assist them with their leadership roles.

Published in: Business, Education

0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total Views
517
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
6
Comments
0
Likes
0
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide
  • Hello. I’m Debora McLaughlin. I’m Donna Price. Let’s take a moment to acknowledge the effort it took for all of us to be here,I know some of you came from out of state, none the less it is never easy to leave our responsibilities behind. As a group what we have to talk about today is very important and decisions made could set the tone for Easter Seals for many years to come. We invite this meeting to be one ofEngagement, we welcome your questions, feedback and ideas as we co-design what will become a coaching culture with leadership fostered at every level, and build unity around a common sense of values and the leadership behaviors that examplify those values. When we conclude our presentation we will be asking you what the next steps will be in moving forward but let’s begin by asking what interested you about our proposal response?Banter:We formed our joint company of The Real World Leadership Insitute in 2008. While working with leaders and team we recognized the the old way of leading was no longer effective, simply because the world had changed the people we lead have changed as well. We knew we could provide greater impact by working with organizations in the key areas of employee engagement and leadership development through coaching competencies. Our results include organizations that have doubled expected profits in 2010, organizations that were able to expand nationally due to having built a foundation of collaboration and a core values, and we’ve helped leaders who were labeled as unapproachable become respected leaders of their teams producing exceptional results. We create influential leaders and organizations one at a time. Now let’s look at what we learned through your RFP.
  • It is often the case that leaders are made from scratch having grown up within an organization. Organizations that foster leadership at all levels, provide transparent communication and create a unified culture rallied around clear organizational goals and the behaviors needed to achieve those goals have little difficulty moving others into positions of management. June’s company grew rapidly over the last ten years from a few location consulting firm to a national organization with thousands of clients and virtual offices. It was key to establish guiding principles of behavior that everyone could demonstrate not only to build a stronger organizaztion but for clients to experience the same degree of professionalism and service no matter where they were.
  • Promoting from within organizations is ideal as leaders then have intimate knowledge of the work environment, operational procedures and processes. BUT they don’t always have the accompanying leadership skills that they need to effectively make that transition from staff member to manager or manager to executive leadership. Creating leadership development plans throughout the organization is a vital key to effective succession planning and promotion from within.
  • Today’s leadership requires a new set of skills. Successful leaders today activate their own coaching skills to build relationships, to provide feedback without conflict, to resolve problems with ease and to lead proactive teams who are engaged in their work and willing to offer innovative thinking to their divisions and to the organization. Your organization, like many is challenged by communication across divisions, states, and even shift to shift. Building a culture that knows how to communicate across all of this is essential
  • Any large organization has its challenges, without effective communication and cohesion silos are built within divisions.
  • Challenges of any sort are a reflection of the organization and felt by employees, leaders, the customers you serve and the community. Some of the challenges noted in the request for proposal included concerns the high cost of staff turnover especially of new employees. A deeper cost is the lost of those employees you invested in and they then leave taking their intellect with them.
  • Tom’s work began with identifying his vision for his organization. Tom has agreed to serve as a contact for our work because the results it brought to his organization. We learned that his leaders felt they did not have what they needed for high performance and there was a disconnect across his 7 stores. We provided leadership training to his management team who learned coaching competencies. We had a culture day where the core values of the organization were defined and now I am working within his organization doing team building with the management teams at every location to embrace these values, to demonstrate them in their behaviors, how they decide about problem solving, how they hire and evaluate performance. Last year Tom exceeded his profit expectations of 3% to nearly 8 ½% allowing them to open the new Copper Door in Bedford and through team building one of his team has already exceeded the highest store sales in their near 26 year history. Coaching and leadership provided a solid impact to the bottom line.
  • Sue is a co-owner of a small company. Donna brought a coaching approach to their leadership team in terms of their performance appraisals. The leadership team shifted their implementation of performance appraisals and throughout the year used a coaching strategy. Increasing and improving performance.
  • Each of these carries a hard dollar costs, lower profitability in the services that could be provided, reduced attraction of private pay clients, little cross over of services, less service to families, lack of employee cohesion.Creating A Unified Culture Provides:Common Language for Divisions to Cross MarketTo Distinguish Themselves & The OrganizationDoes Operating With a Unified Culture Lend Itself to Greater Funding Resources?
  • You can only imagine what your total costs are.
  • Going to talk today about why we are even speaking about coaching, we will review what we learned and learn how to apply it to teams and how to engage your organization into a coaching culture.
  • Then there is the opportunity. The opportunity to build a values driven culture, one that like Tom provides a positive impact in more ways than one.
  • Studies have shown that the moral of a company’s workforce is directly liked to profitability. The more employees are excited and engaged in their work the higher the profits. Yearly studies on how to motivate employees show that the old way of managing, offering financial incentives does not work anymore. Employees want so much than that. We are going to cover what they need a bit later in the training. The new model of coaching was created from the best practices in organizational development, human resources and leadership methods.Today's work if going to be focused on developing the skills needed to promote engagement. The rest of the training is focused on how to use these skills to optimize your workforce.
  • Studies have shown that the moral of a company’s workforce is directly liked to profitability. The more employees are excited and engaged in their work the higher the profits. Yearly studies on how to motivate employees show that the old way of managing, offering financial incentives does not work anymore. Employees want so much than that. We are going to cover what they need a bit later in the training. The new model of coaching was created from the best practices in organizational development, human resources and leadership methods.Today's work if going to be focused on developing the skills needed to promote engagement. The rest of the training is focused on how to use these skills to optimize your workforce.
  • Transcript

    • 1. The Renegade Leader Coaching & Consulting Group
    • 2. CreateInfluential Leaders, One at a Time.
    • 3. Organizational Challenges• People are promoted from within but lack the needed management and leadership experience“I promoted people to management who never supervised before and they ran into challenges. Debora worked with our employees to assist them with their leadership roles.”
    • 4. Executive Challenges• SUCCESSION PLANNING – Difficult to identify leaders for a succession plan – Challenging to prepare people for management roles – Career Planning for individuals to establish career paths.
    • 5. Team Challenges• COMMUNICATION – Communication is challenging as a large organization, operating across 7 states and multiple divisions – HR has indentified the need for managers to improve communications, people skills, accessibility and empathy to lead more effectively.
    • 6. Team Challenges• TEAM WORK – Teams are challenged to be cohesive with frequent changes in personnel – Not all teams are tied to the organizations visions, new acquisitions are trying to fit in. – No standardized behaviors associated with organizational values
    • 7. HR Challenges• STAFFING  Employee turnover costs $$$$$  Taking the cost of turnover at 150% of salary, the cost of turnover is then $75,000 per 50k employee who leaves the company. For the mid-sized company of 1,000 employees who has a 10% annual rate of turnover, the annual cost of turnover is $7.5 million!  Plus, the cost of recruitment, hiring, training etc.  Management is 200-250% of Salary plus…
    • 8. A Leadership Success Story…Creating a Culture of Success “Thank you Debora McLaughlin for fulfilling my dream of bringing my company together. I thought managers were more connected to the company and executive team than they were. It was eye opening and worrisome. With the Culture Day and Leadership Training leaders became confident leaders, the lines of communication were opened with our new virtual community and our core values identified. We had our first employee appreciation day to celebrate our new company!” Tom Boucher, CEO
    • 9. A Leadership Success Story…Bringing Coaching to Performance Appraisals As a small business owner, I used to dread writing annual employee performance appraisals as it always seemed like a negative experience for all involved. I was expected to point out deficiencies in performance and find some way to spin that information in a way that didnt leave the employee feeling like a deflated balloon. After attending a seminar where Donna from Compass Rose Consulting spoke on this very subject, I invited her to speak at our annual managers retreat. Since then we have used her method exclusively and Im glad to report that the process has come full circle from a truly negativeSusan Stark, Montague Tool & experience to a positive experience for allSupply involved!
    • 10. Lost Opportunities– Interpersonal problems with teams and team members.– Lack of unity with the organization, less grassroots marketing by employees.– Lack of cross promotion of services.– Reduced opportunity for services for consumers.
    • 11. Of U.S. Employees are Engaged in Their WorkDisengagement Costs Between $243-270 Billion Per Year
    • 12. High Corporate Mortality Rate• Fortune 500 companies last 30-40 years – 1 out of 3 gone every 10 years
    • 13. So What Makes a Long-Lived Company?• 200 year companies saw themselves as a community first and a profit- generator second • Sense of Identity and Values • Tolerance and Openness • Fiscal Conservation • Environmentally-Conscious
    • 14. What to Do?
    • 15. Successful Organizations Understand theImportance of Coaching and Leadership Development as a VITAL Employee Engagement Strategy.
    • 16. YOUR SOLUTION• VALUES DRIVEN CULTURE OF INFLUENCE – Organization that operates with one mission, one vision in which teams are each moving in the same direction – Culture that communicates, steps outside of silos and is able to focus on the organization as a whole – Provides a standard way of communicating and behaving that demonstrates the organizational values
    • 17. Influential Leaders Create Influential Leaders whopromote Employee Engagement andBuild Collaborative Cultures.
    • 18. BIG RESULTS!• Builds confident leaders, trusting environments, open communication, and a culture of collaboration and employee engagement. “…their leadership development program for our managers was the best thing we’ve done in ten years.” Dan Fraser, CFO
    • 19. BenefitsBest Buy Reports Gaining$100,000.00 in OperatingRevenue for every 1/10thof a percentage pointincrease in EmployeeEngagement.
    • 20. Engaged employees perform up to better and areless likely to leave the organization.
    • 21. Of Engaged Employees… • Believe they can positively impact the quality of their company’s products and services • Believe they can impact service delivery and client retention • Want to take a stake in reducing costs and improving the bottom
    • 22. Our Focus Together Is To: Develop Leaders as Coaches Produce high performing teams through Engagement Build Collaborative Cultures  Gain Positive Financial Outcomes, Increased Performance, Productivity and Employee Pride
    • 23. The I.N.F.L.U.E.N.C.E Framework• Starts with the Executive Leadership Team – Executive Leaders Set The Tone – As We Move Through the Organization – Values are Communicated Throughout the Organization
    • 24. Shift in Culture– Optimize Leader Buy-in– Our solution starts with Executive Leaders • Assessment • Building Capacity and Skill Building • Values definition • The Leadership Challenge provides an evidence based standard of leadership for all to model.
    • 25. The RenegadeLeaderCHALLENGEYour Leadership Standard!
    • 26. Shift in Culture– Coaching Competencies • Assessment • Building Capacity and Skill Building • Behavioral definition of Values • Coaching for Commitment provides an coaching skills based on the coaching governing body, The International Coach Federation.
    • 27. Coaching for Commitment
    • 28. Selected and Used By
    • 29. Coaching has Impact!• Gillette Children’s Specialty Healthcare in St. Paul, Minnesota was awarded the APA Psychologically Healthy Workplace - Best Practice Award in 2010. “Gillette which is already a highly decorated organization--one of “America’s Best Children’s Hospitals” for orthopedics and a “Magnet Nursing” hospital--has given full credit to Coaching for Commitment for winning its latest award!
    • 30. • “Initiatives like our coaching program are the reason Gillette consistently sees high employee satisfaction and low turnover rates,” says Betty Rivard, vice president, Human Resources at Gillette. “This national honor is a source of pride, and validates that our efforts to create a healthy work environment are successful. Satisfied and fulfilled employees help us provide the best possible care to our patients."
    • 31. Why is Coaching SO Important?• Control model for managing and leading isn’t working• Present need is to do more with less and empower people.• Coaching is a primary tool for employee engagement optimizing profits and productivity.
    • 32. Why is Coaching SO Important?• Increases Employee Engagement• Enables Leaders to have improved communications, increased emotional intelligence.• Coaching is a primary tool for employee engagement optimizing profits and productivity.
    • 33. Why is Coaching SO Important?• Increased performance, effective leadership has been shown to increase performance by 30%• Customer Service Excellence: 85% of engaged employees feel they can positively influence customer service.
    • 34. Plus…• Increased margins due to increased productivity, cost consciousness and dedication to the organization goals.• Management gains the freedom to act in way to improve operations, reduce costs. – Employees feel their work has value, they are valued and they commit themselves to the value they provide to others.
    • 35. Our Focus Together Is To:Develop Leaders as CoachesIncrease Employee EngagementBuild Collaborative Cultures Gain Positive Financial Outcomes, Increased Performance, Productivity and Employee Pride
    • 36. Implementation TimelineExecutive Management Train The All StaffTeam Teams TrainerLeadership Coaching Coaching Optional CultureAssessment Competency Competency Assessment Assessment AssessmentLeadership Coaching for Coaching For Coaching ForChallenge Three Commitment Two Commitment Two Commitment OneDay Retreat Day Skill Day Skill Day Training Development DevelopmentQuarterly Review Optional Quarterly Video Observation Review with In-Optional Review Facilitators House TrainersCulture/Values MaterialsEvent
    • 37. Train the Trainer• Designed to fit your Needs Training Review Feedback Materials Support
    • 38. Results!• Increased Employee Engagement• Increased Employee Retention• Savings of Funds and Resources with engaged and retained employees
    • 39. Results!• Leadership Development Plans that work to develop leaders due to a long term leadership standard that is updated with the times..• Promote Employees from within• Standards of Behaviors and Values
    • 40. Benefits of an Influential Coaching Culture• Ability promote employees from within• Sets a standards of Behaviors and Values• Values and Behaviors can be linked to the hiring and review process• Decisions are made with the organizational goals in mind.
    • 41. The Renegade Leader Coaching & Consulting Group• Track Record with Fortune 500, Private Business and Non Profit Clients• Understanding of Non Profit Culture and Work Environment• Executive Coaches, Team Strategist• Ability to Shift Cultures• Focus on Organizational Mission, Values and Vision
    • 42. Real World Leadership Institute• Implementation Throughout the Organization• Executive Leadership Team• Managers – start the cultural shift• Train the Trainer model brings coaching to all levels of staff
    • 43. The Renegade Leader Coaching & Consulting Group• Offers… Assessments Quarterly Executive Briefings Leadership Breakthrough Program The Leadership Briefing www.RenegadeLeaderFan.com The Renegade Leader 9 Success Strategies Driven Leaders Use to Ignite People, Performance & Profits book…
    • 44. FREE ReportSix Shifts to Turbo Charge your Leadership atwww.TheRenegadeLeader.com