Grateful Leadership

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Grateful Leadership

  1. 1. ©2012 International Institute for Learning, Inc., All rights reserved. 1Intelligence, Integrity and Innovation©2012 International Institute for Learning, Inc., All rights reserved. Thank you for joining us today. This webinar is brought to you by IIL – a global leader in: Project, Program and Portfolio Management Microsoft® Project and Project Server Lean Six Sigma | Business Analysis PRINCE2® | ITIL® Leadership and Interpersonal Skills Grateful Leadership™ Using the Power of Acknowledgment to Engage all your People and Achieve Superior Results
  2. 2. ©2012 International Institute for Learning, Inc., All rights reserved. 2Intelligence, Integrity and Innovation Grateful Leadership Pioneers New model of leadership (although individuals have practiced it), like Servant Leadership was in the 1960s. We are the pioneers… An outstanding opportunity for all of us!
  3. 3. ©2012 International Institute for Learning, Inc., All rights reserved. 3Intelligence, Integrity and Innovation One who expresses appreciation for employees’ and other stakeholders’ contributions. One who acknowledges, supports, and engages his/her people profoundly on an ongoing basis. One who wants to know his/her employees and other stakeholders as people. What is a Grateful Leader?
  4. 4. ©2012 International Institute for Learning, Inc., All rights reserved. 4Intelligence, Integrity and Innovation Acknowledgment is a heartfelt and authentic communication that lets a person know his or her value to the organization and the importance of the contribution that he or she makes. The Power of Acknowledgment Umlas, Judith W. © 2006, IIL Publishing What is Acknowledgment?
  5. 5. ©2012 International Institute for Learning, Inc., All rights reserved. 5Intelligence, Integrity and Innovation INTERACTIVE – Poll questions 1. When was the last time you were acknowledged? 2. When was the last time you acknowledged someone else and communicated it to the person? Acknowledgment
  6. 6. ©2012 International Institute for Learning, Inc., All rights reserved. 6Intelligence, Integrity and Innovation Creates a positive work environment Engages and retains top talent Motivates stakeholders Creates superior results Self-actualization/ Self-transcendence Why be a Grateful Leader?
  7. 7. ©2012 International Institute for Learning, Inc., All rights reserved. 7Intelligence, Integrity and Innovation Walter Robb Co-CEO – Whole Foods Market When you love what you do and the people with whom you work, you have a reason to be grateful. When your business is built from the passion and creativity of your Team Members, you have a reason to feel blessed. Why Be a Grateful Leader? In Their Words
  8. 8. ©2012 International Institute for Learning, Inc., All rights reserved. 8Intelligence, Integrity and Innovation Being a Grateful Leader means that I use my sphere of influence to better individuals, who in turn better others, which in turn betters the world... Primitivo Davis Brigade Chaplain, Third Brigade Combat Team – U.S. Army Why Be a Grateful Leader? In Their Words
  9. 9. ©2012 International Institute for Learning, Inc., All rights reserved. 9Intelligence, Integrity and Innovation 7 Principles of Acknowledgment For Aspiring Grateful Leaders: 1. Is deserved by many but received by few. 2. Builds trust, creates powerful interactions. 3. Can help diffuse jealousy and envy. 4. Energizes people – lack of acknowledgment diminishes. 5. Makes profound difference in life and work. 6. Improves physical and emotional well-being. 7. Needs to be practiced in different ways.
  10. 10. ©2012 International Institute for Learning, Inc., All rights reserved. 10Intelligence, Integrity and Innovation How to Be a Grateful Leader? The Five Cs as a Tool: 1. Consciousness – become aware of acknowledgments 2. Choice – you can still always choose yes or no 3. Courage – needed when we feel vulnerable 4. Communications – deliver profoundly and authentically 5. Commitment – will align with your true mission, goals, and purpose
  11. 11. ©2012 International Institute for Learning, Inc., All rights reserved. 11Intelligence, Integrity and Innovation Captain Daniel E. Sosnowik Commanding Officer, Leadership Training – NYPD “The day I met Judy to discuss my role as a Grateful Leader…was a bad day from many perspectives and I was, in truth, lacking the very thing I had been asked to speak about. I told my story as best I could, and after our 20 minutes focused on gratitude, I found that my entire perspective had changed for the better. Our conversation became a staunch reminder that when a person is focused on being grateful, there isn’t any room left in one’s mind to stew in negativity.” Why Be a Grateful Leader? In Their Words
  12. 12. ©2012 International Institute for Learning, Inc., All rights reserved. 12Intelligence, Integrity and Innovation 1. People who are colleagues 2. People on my team 3. People I manage 4. People for whom I work Who to Acknowledge? “Next to physical survival, the greatest need of a human being is…to be affirmed, to be validated, to be appreciated.” - Stephen R. Covey
  13. 13. ©2012 International Institute for Learning, Inc., All rights reserved. 13Intelligence, Integrity and Innovation Sense of self-worth Excitement, joy Purpose for living Sense of contribution Documented physical changes – both for giver and receiver “Pay it forward” types of behavior Repair of the world – one person at a time Proven Effects of Acknowledgment on Employees:
  14. 14. ©2012 International Institute for Learning, Inc., All rights reserved. 14Intelligence, Integrity and Innovation A Grateful Leader is one who really believes in people’s potential and the value of each and every person they employ or rely upon, and help them recognize their full potential. Kimberly Supersano – Chief Marketing Officer – Prudential Annuities Why Be a Grateful Leader? In Their Words
  15. 15. ©2012 International Institute for Learning, Inc., All rights reserved. 15Intelligence, Integrity and Innovation Engaged employees work with passion and feel a profound connection to their company. Non-engaged employees are essentially “checked out.” They’re sleepwalking through their workday, putting time, but not energy or passion into their work. Actively disengaged employees aren’t just unhappy at work – they’re busy acting out their unhappiness. Levels of Workforce Engagement http://gmj.gallup.com/content/20770/ gallup-study-feeling-good-matters-in-the.aspx, accessed on 28Jan10
  16. 16. ©2012 International Institute for Learning, Inc., All rights reserved. 16Intelligence, Integrity and Innovation According to studies done by the Gallup Organization: Gallup Organization Studies http://gmj.gallup.com/content/20770/ gallup-study-feeling-good-matters-in-the.aspx, accessed on 28Jan10 59%
  17. 17. ©2012 International Institute for Learning, Inc., All rights reserved. 17Intelligence, Integrity and Innovation Gallup studies estimate U.S. productivity loss as a result of disengaged employees – $300 billion/year. According to a Society for Human Resource Management (SHRM) Retention Practices Survey, the number one reason people leave their jobs is due to a “lack of appreciation.” Business Impact
  18. 18. ©2012 International Institute for Learning, Inc., All rights reserved. 18Intelligence, Integrity and Innovation Improved Work Place Culture & Employee Retention Society for Human Resource Management (SHRM) Study on Retaining Talent shows: Employee departures cost a company time, money and other resources. Total replacement costs can reach as high as 90% to 200% of annual salary. Example: $150,000 for an accounting professional
  19. 19. ©2012 International Institute for Learning, Inc., All rights reserved. 19Intelligence, Integrity and Innovation INTERACTIVE – One story, two different endings Scenario #1 – Lack of acknowledgment by manager • Feelings • Results Scenario #2 – Heartfelt acknowledgment by manager • Feelings • Results Improved Work Place Culture & Employee Retention – A Demonstration
  20. 20. ©2012 International Institute for Learning, Inc., All rights reserved. 20Intelligence, Integrity and Innovation INTERACTIVE – Think of a person you should but don’t acknowledge, or don’t acknowledge enough: Why should he or she be acknowledged? Be specific! Write a brief acknowledgment to that person. Be generous! Make it heartfelt! Are you willing to deliver it to him or her? When? Become a Grateful Leader Right Now “Knock Your Socks Off” Power of Acknowledgment Exercise™
  21. 21. ©2012 International Institute for Learning, Inc., All rights reserved. 21Intelligence, Integrity and Innovation Are You a Grateful Leader? Do you see yourself as a Grateful Leader, and assuming you do, what does this mean to you? If you do not, what do you feel is missing? What can you do about it, right here, right now? Share your thoughts with a partner. INTERACTIVE – Some questions for reflection. Share your answers with participants via text chat:
  22. 22. ©2012 International Institute for Learning, Inc., All rights reserved. 22Intelligence, Integrity and Innovation Conclusion …one person can be a change catalyst, a “transformer” in any situation, any organization. Such an individual is yeast that can leaven an entire loaf. It requires vision, initiative, patience, respect, persistence, courage, and faith to be a transforming leader. - Steven Covey Changing an organization starts with one person. Let that person be you.
  23. 23. ©2012 International Institute for Learning, Inc., All rights reserved. 23Intelligence, Integrity and Innovation Good Luck!

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