Change Leadership

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Change Leadership and Management Best Practices

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Change Leadership

  1. 1. Laying the Foundation for Change Leadership & Management For Explosive Growth Bill Tamminga, MBA
  2. 2. Where We Get Stuck <ul><li>$500k (51%) </li></ul><ul><li>$2.5M (33%) </li></ul><ul><li>$5M (8%) </li></ul><ul><li>$50M (7%) </li></ul><ul><li>$50M+ (1%) </li></ul>
  3. 3. Basic Business Problems <ul><li>Industry/market is too small. </li></ul><ul><li>Local focus of business limits growth. </li></ul><ul><li>Owner’s desire is to remain small. </li></ul><ul><li>Market is completely saturated. </li></ul><ul><li>Assuming this isn’t the case with you… </li></ul>
  4. 4. Why Change Efforts Fail <ul><li>Lack of organization. </li></ul><ul><li>Lack of humility. </li></ul><ul><li>Lack of creativity. </li></ul><ul><li>Desire to be paid for knowledge, not results. </li></ul><ul><li>Fear of competition from followers/employees. </li></ul>
  5. 5. Why Change Efforts Fail <ul><li>Selfishness </li></ul><ul><li>Uncontrolled anger </li></ul><ul><li>Lack of self control </li></ul><ul><li>Disloyalty </li></ul>
  6. 6. Why Change Efforts Fail <ul><li>Using authority to control rather than lead </li></ul><ul><li>Thinking titles lead to success </li></ul><ul><li>Fear </li></ul><ul><li>Lack of Leadership </li></ul>
  7. 7. Leadership & Management Leadership Management Yes No Yes No II I III IV
  8. 8. Leadership <ul><li>Vision </li></ul>Communication Trust Confidence
  9. 9. Vision <ul><li>Grabs attention of leader, managers, font line employees, and customers </li></ul><ul><li>Brings clarity, focus </li></ul><ul><li>Animates </li></ul><ul><li>Inspires </li></ul><ul><li>Transforms purpose into action </li></ul>
  10. 10. Key Questions <ul><li>What do the stakeholders want? </li></ul><ul><li>What are possible performance measures? </li></ul><ul><li>What would happen if we change nothing? </li></ul>
  11. 11. Key Questions <ul><li>What warnings would we get if the external environment changed dramatically? </li></ul><ul><li>What could we do to alter the course of those events? </li></ul><ul><li>What alternatives exist? </li></ul>
  12. 12. What is Your Vision? <ul><li>Double revenue in under 24 months while maintaining positive cash flow? </li></ul><ul><li>Become the primary player in your industry? </li></ul><ul><li>Define it… </li></ul>
  13. 13. Communication & Trust <ul><li>Clear communication </li></ul><ul><li>Trust, predictability is built over time </li></ul><ul><li>Vision is adopted </li></ul>
  14. 14. Management Background <ul><li>Gallup survey </li></ul><ul><li>80,000 studied </li></ul><ul><li>What do the best managers have in common? </li></ul>
  15. 15. Obsession <ul><ul><li>Do I know what’s expected of me? </li></ul></ul><ul><ul><li>Do I have the tools to do the work? </li></ul></ul><ul><ul><li>Do I do what I do best every day? </li></ul></ul><ul><ul><li>Am I being recognized at least once a week? </li></ul></ul><ul><ul><li>Does someone at work care about me? </li></ul></ul><ul><ul><li>Does someone encourage my development? </li></ul></ul>
  16. 16. Two Main Questions <ul><li>1 st 2 Questions: What do I get? </li></ul><ul><ul><li>Do I know what’s expected of me? </li></ul></ul><ul><ul><li>Do I have the tools to do the work? </li></ul></ul><ul><li>Next 4 Questions: What do I give? </li></ul><ul><ul><li>Do I do what I do best every day? </li></ul></ul><ul><ul><li>Am I being recognized at least once a week? </li></ul></ul><ul><ul><li>Does someone at work care about me? </li></ul></ul><ul><ul><li>Does someone encourage my development? </li></ul></ul>
  17. 17. Talent, Skills, Knowledge <ul><li>Greatest management truth </li></ul><ul><li>Must find talent </li></ul>
  18. 18. Striving Talent <ul><li>Passion/Desire </li></ul><ul><ul><li>Achievement </li></ul></ul><ul><ul><li>Physical Action </li></ul></ul><ul><ul><li>Stamina </li></ul></ul><ul><ul><li>Vision </li></ul></ul><ul><ul><li>Service </li></ul></ul><ul><ul><li>Belief </li></ul></ul><ul><ul><li>Competence </li></ul></ul>
  19. 19. Thinking Talent <ul><li>Brainpower </li></ul><ul><ul><li>Focus </li></ul></ul><ul><ul><li>Discipline </li></ul></ul><ul><ul><li>Responsibility </li></ul></ul><ul><ul><li>Arrange/Organize </li></ul></ul><ul><ul><li>Performance </li></ul></ul><ul><ul><li>Strategy </li></ul></ul><ul><ul><li>Problem Solving </li></ul></ul><ul><ul><li>Numerics </li></ul></ul>
  20. 20. Relational Talent <ul><li>Relationships </li></ul><ul><ul><li>Woo </li></ul></ul><ul><ul><li>Empathize </li></ul></ul><ul><ul><li>Bond builder </li></ul></ul><ul><ul><li>Networker </li></ul></ul><ul><ul><li>Developer </li></ul></ul><ul><ul><li>Energizer </li></ul></ul><ul><ul><li>Supporter </li></ul></ul><ul><ul><li>Persuasion </li></ul></ul>
  21. 21. How to Hire for Talent <ul><li>Hiring For Talent </li></ul><ul><ul><li>Know the role </li></ul></ul><ul><ul><li>Know the talents, knowledge, and skills required </li></ul></ul><ul><ul><li>Know the questions </li></ul></ul><ul><ul><li>Know the answers </li></ul></ul>
  22. 22. Emphasize Strengths <ul><li>Strengths </li></ul><ul><ul><li>Focus on what makes them unique </li></ul></ul><ul><ul><li>Bring out the best </li></ul></ul>
  23. 23. Establish Correct Objectives <ul><li>Objectives </li></ul><ul><ul><li>Be specific </li></ul></ul><ul><ul><li>Give guidance </li></ul></ul><ul><ul><li>Go away </li></ul></ul>
  24. 24. Key Management Tasks <ul><li>Avoid temptation to eliminate weaknesses. </li></ul><ul><li>Allow people to be who they are. </li></ul><ul><li>Focus on their strong points and work around weaknesses. </li></ul><ul><li>Customize rewards or give choices. </li></ul><ul><li>Hold management and employees accountable to results. </li></ul>
  25. 25. Putting It All Together <ul><li>How do we get explosive results? </li></ul><ul><li>Maximize efficiencies with current assets. </li></ul><ul><li>Triple efforts in key distribution area/s. </li></ul><ul><li>Coordinate efforts within organization, if needed. </li></ul><ul><li>Pay attention to cash flow. </li></ul>
  26. 26. Leadership & Management Leadership Management Yes No Yes No II I III IV
  27. 27. Explosive Growth

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