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The Secret Ingredient to Organizational Transformation

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The Temenos feedback-based system is ideal for organizations looking for effective tools to reform performance management. We are not a training company. We make tools and help people successfully use them. Our workshops and seminars help organizations adopt a common ‘operating system’, and train people how to use our signature feedback tool called The Behavior Minder®. Once our system is introduced and adopted, managers are empowered with a simple and powerful tool enabling them to have effective and frequent performance conversations, adjust expectations to dynamic business objectives, and create a culture of collaboration and continuous improvement.

For more information, visit www.temenosinc.com

Published in: Recruiting & HR
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The Secret Ingredient to Organizational Transformation

  1. 1. The Secret Ingredient to Organizational Transformation -Webinar- April 6, 2016
  2. 2. Copyright © 2016 Irv Rubin, Ph.D. CEO, Temenos, Inc. Matt Stone, J.D. COO, Temenos, Inc.
  3. 3. Copyright © 2016 Webinar Overview 1 Perspective on Trends in Organizational Transformation 2 The Secret Ingredient 3 Key Technique for Improving Trust and Performance 4 The Ultimate Engagement Tool
  4. 4. Copyright © 2016 Worker Engagement Decreasing 68% of Organizations Considering Major Changes to Performance Management Process Global Teams need Site Visits to Collaborate Better Psychological Safety Most Important Characteristic of Successful Teams Trends 1
  5. 5. Copyright © 2016 Engagement is a quality of a relationship, not a person… taking place from the inside-out, not the outside-in. and… It’s all personal.
  6. 6. Copyright © 2016 2 The Secret Ingredient
  7. 7. Copyright © 2016 Connectivity ≠ Connectedness
  8. 8. Copyright © 2016 It is the key to: Learning and Development Trust and Influence Accountability
  9. 9. Copyright © 2016 The Secret Ingredient is Feedback
  10. 10. Copyright © 2016 We’ve bastardized this word.
  11. 11. Copyright © 2016
  12. 12. Copyright © 2016 Source: This is your brain on happy: Machine can read your emotions http://www.nbcnews.com/health/mental-health/your-brain-happy-machine-can-read-your-emotions-f6C10381924
  13. 13. Copyright © 2016 Anonymous 360s The Cure that Worsens the Illness. Annual Performance Reviews A Compliance Task “Whew, glad we could check that box!” 2
  14. 14. Copyright © 2016
  15. 15. Copyright © 2016 Feedback  Organizational Transformation???
  16. 16. “Culture is built through shared learning and mutual experience.” –Ed Schein, Ph.D. Feedback  Organizational Transformation??? Feedback is the key to developing and sustaining a shared experience.
  17. 17. 4 Keys to Successful Feedback Regularity Skill Honesty Compassion
  18. 18. –Dr. Rose N. Franzblau “Honesty without compassion and understanding is not honesty, but subtle hostility.”
  19. 19. Copyright © 2016 We must… Be aware of feedback receiver’s behavioral needs Have behavioral flexibility Have feedback on how we give and receive feedback 3
  20. 20. Copyright © 2016 3 Key Feedback Technique
  21. 21. Copyright © 2016 “DAP”Feedback Technique
  22. 22. Copyright © 2016 [D] The report was due at 2:00 and it’s 3:30. [A] It’s hard to trust your word when you don’t keep a commitment. [P] In the future I need you to call me before-the-fact if you need to re-negotiate a change in the schedule. Describe: The Facts Appreciate: Your Feelings Prescribe: Your Suggestion/Need Be Specific D A P
  23. 23. Copyright © 2016 [D] "My kids are still sick and you’ve bailed me out twice now." [A] "I really value your support." [P] "Let me know if you ever need any help from me."
  24. 24. –Edward R. Murrow “The newest computer can merely compound, at speed, the oldest problem in relations between human beings, and in the end the communicator will be confronted with the old problem, of what to say and how to say it.”
  25. 25. Copyright © 2016 4 The Ultimate Engagement Tool
  26. 26. Copyright © 2016 4 The Ultimate Engagement Tool
  27. 27. Less Blame. More Understanding & Cooperation.
  28. 28. Easy to Use Fast Non-Judgmental Proven Model Specific, Actionable Behaviors
  29. 29. “Inviter” “Invitee”
  30. 30. Invitee “Kim” Desire for More/Less/Same Five Priority Behaviors Frequency Perception
  31. 31. Inviter Inviter’s Survey Limited to His/Her Frequency Perception For Comparison with Invitee’s Perception
  32. 32. 1 See how another person sees you behaving when you are dealing with them—their impression of you. The Behavior Minder® Enables you to do three things:
  33. 33. 2 Compare this with how you see yourself behaving with this person—your impression of yourself.
  34. 34. 3 Identify specific actions to further strengthen the relationship—to extend its win-win range and potential.
  35. 35. More Trust Mutual Understanding Influence Collaboration Constructive Conversations Cooperation
  36. 36. • About Us • Our System • Our Feedback Tool • For Practitioners • Our Leadership • Testimonials • FAQ • Global Affiliates • Blog • Contact Us 1 503.746.8899 info@thebehaviorminder.com www.temenosinc.com For More Information
  37. 37. 1 503.746.8899 info@thebehaviorminder.com www.temenosinc.com Connect With Us @TemenosInc https://www.youtube.com/ channel/UCKEk_rZb0SwpVWE dbjCIWcA https://www.linkedin.com /company/10396536?trk=pr of-0-ovw-curr_pos https://www.facebook.com /temenosinc/
  38. 38. Q&A and Thank You! www.temenosinc.com

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