Learning to Lead High Performance Culture Through Innovation MHetzel Oct 2014
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This document contains three polling questions about leadership development, innovation culture, and performance goals within organizations. It asks respondents to rate their company's effectiveness generating leadership, whether their leaders enable or inhibit innovation, and what their goal is for driving a high performance culture, such as boosting engagement or business results.
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Motivation & Leadership
This is a scaled back less conservative version of my motivation and leadership PowerPoint presentation. The focus was taken off of data mining / statistics and geared towards positive influence. The presentation was far less formal compared to what I would have manufactured for a business presentation. Many of he slides are also condensed rather than detailed and drawn out to fit the allotted presentation time.
Building-Process-of-Strong-Corporate-Culture
The document discusses elements that contribute to building a strong corporate culture. It identifies clear mission, respect among employees, solid communication, and superior performance as key elements of a strong culture. It also discusses defining the culture, teaching and living the culture, measuring the culture, and rewarding behaviors that support the culture as important for building an organizational culture. Finally, it notes that defining a legacy, hiring smartly, being ready to change, keeping the culture authentic, and involving employees are important for building a strong corporate culture.
Organisational Culture Action Plan
The document discusses the relationship between performance, leadership, culture and strategy. It states that there is a direct correlation between an organization's performance and the strength of its leadership, culture and strategy. A strong culture outlines clear values and guides employees, creating a more engaged and satisfied workforce. To develop a strong culture, the document recommends determining the organization's purpose, strengthening leadership, assessing and aligning the current culture, and establishing goals and strategies to improve performance.
Building a Performance-Based Culture - Webinar 04.17.14
In today's challenging business environment, why is it that some organizations perform better than others?
www.bizlibrary.com/webinars
Richie Bello Executive Training
Generally executive training will look to improve executives in the following areas:
LEADERSHIP
STRATEGIC PLANNING
SELF-MANAGEMENT & INTERPERSONAL SKILLS
TEAM-BUILDING & TEAM WORK
HUMAN RESOURCES
ORGANIZATIONAL CAPABILITIES
7 Secrets to Securing Increased Employee Engagement
Most business leaders want greater engagement from their employees. So, they hire consultants, go on retreats, survey their workforce, initiate team-building exercises and design one engagement strategy after another. And then…they become frustrated because they have little to show for their efforts.
The truth is, employee engagement is not as complicated as we make it. The problem is, in business, we want to solve everything with a strategy. But engagement isn’t the result of a clever strategy. Its development is organic. Therefore, the focus of business leaders should be on encouraging and accelerating its evolution—not on trying to manipulate it into existence.
Webinar - What to Expect When You're Expecting An Agile Transformation
Enterprise Agility Coach Richard Dolman shares thoughts on the things leaders should watch for during an Agile transformation, based on lessons observed and learned in leading multiple organizations through change.
Key takeaways include:
- Understanding the common failure patterns that impede transformation
- Being able to engage key stakeholders and connecting them to the “Why”
- How to build a powerful guiding coalition that can help remove big impediments
- Ideas for mapping your own Path to Agility®
To learn more about Agile Velocity’s Agile transformation services and our proven Path to Agility® Framework, visit AgileVelocity.com or email us at info@agilevelocity.com
Engaging your business - a demystified approach to employee engagement
This workshop aims to inspire leaders to engage their teams and take their organizations to the next level of performance. The workshop objectives are to provide approaches for building an engaged high-performance workforce, dealing with difficult people and relationships, creating accountability, overcoming blame, and developing a high-performance culture. Engagement is defined as the degree to which people commit to and perform for an organization. Fully engaged organizations can outperform others by up to 202%. Only about 1/3 of employees are truly engaged, so engagement should be a top priority for human resources. The CEO is the starting point for a successful engagement program and must inspire passion for goals. Change from the top with a credible vision is needed to drive real change in an
Richard dolman january 2020 webinar (agile velocity)
The document discusses what to expect during an agile transformation. It outlines common challenges organizations face at different stages of agility from superficial to accelerating. Common reasons transformations fail include lack of leadership, not addressing culture change, and an inability to optimize across the entire value stream. The presentation provides strategies for dealing with failures such as having clear and aligned outcomes, cultural awareness, and leadership at all levels. It introduces the Path to Agility framework for planning an agile transformation with phases of aligning, learning, predicting, and adapting to deliver business outcomes.
Accountability vs entitlement 2012
This document discusses building an accountability culture in the workplace. It suggests that leaders choose to commit time to leadership development through human interactions like performance reviews and by setting clear expectations. It also emphasizes the importance of hiring the right people, holding employees accountable to metrics, and not accepting excuses. The Alternative Board is presented as a solution, offering monthly board meetings, coaching, education resources, and a network to help businesses improve accountability, strengthen operations, and increase sales.
The 5 Pillars of Business Freedom - Transparency
The document discusses how business owner Bob can earn the trust of his employees by being transparent. It recommends that he make internal processes clear, include employees in decision making, and evangelize the company's core values. These three steps will help align employee efforts with the company's vision, mission, and goals. The document also provides resources for building transparency and stronger employee relationships.
Similar to Learning to Lead High Performance Culture Through Innovation MHetzel Oct 2014 (20)
What are your mindsets and capabilities for growth in a disruptive VUCA world?
What are your mindsets and capabilities for growth in a disruptive VUCA world?
The Current State Of Company Loyalty and Employee Engagement
The Current State Of Company Loyalty and Employee Engagement
Developing your Employee Engagement Strategy for Business Success: Part 1
Developing your Employee Engagement Strategy for Business Success: Part 1
Employee Engagement when Senior Leadership is the Problem
Employee Engagement when Senior Leadership is the Problem
Building a Performance-Based Culture - Webinar 04.17.14
Building a Performance-Based Culture - Webinar 04.17.14
7 Secrets to Securing Increased Employee Engagement
7 Secrets to Securing Increased Employee Engagement
Webinar - What to Expect When You're Expecting An Agile Transformation
Webinar - What to Expect When You're Expecting An Agile Transformation
Engaging your business - a demystified approach to employee engagement
Engaging your business - a demystified approach to employee engagement
Richard dolman january 2020 webinar (agile velocity)
Richard dolman january 2020 webinar (agile velocity)
Learning to Lead High Performance Culture Through Innovation MHetzel Oct 2014
- 17. How effectively is your company generating leadership deep in the organization? It is not even on our radar We are talking about it but not yet taking action We are definitely trying We are successfully making it happen and see evidence We do not think it is relevant to our company / industry Not sure POLLING QUESTIONS
- 39. Do your company’s leaders enable or inhibit innovation? Mostly enable innovation Mostly inhibit innovation Somewhere in between Not Sure POLLING QUESTIONS
- 74. What is your goal for driving high performance culture in your organization? Boosting engagement, collaboration & productivity Better business performance results Increasing agility & innovation Improving retention Other (please share in the chat panel) POLLING QUESTIONS