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Make or Break Moments
- 1. For All Leadership: “Make or Break” Moments VP, Data Science & Innovation GPTW Marcus Erb West Region Talent Leader, EY Ginnie Carlier VP, Talent Development & Team Member Engagement, Hilton Gretchen Stroud Director, Enterprise Business Solutions, American Fidelity Margaret Vickers
- 2. Think of a great leader you’ve worked with. What was one moment that person stood out as a leader in your life?
- 5. The For All Leadership Model: Five experiences shaping employees’ impact Level 1 Unintentional Leader Level 2 The Hit-or-Miss Leader Level 3 The Transactional Leader Level 4 The Good Leader Level 5 The For All Leader TM
- 6. The For All Leadership Model: Five experiences shaping business results TM
- 7. Level 1 Level 2 Level 3 Level 4 Level 5 Distribution of Average Leader Experiences in the U.S. There is a leadership deficit.
- 8. Better leader experiences drive better outcomes.
- 10. Key Moments of For All Leaders Those informal ones Those uncomfortable ones Those purpose ones Those tomorrow ones Those uncertain ones TM
- 11. Those informal ones… • Making space for the personal side • Caring for people as whole humans
- 12. Those uncomfortable ones… • Connecting through differences • Bringing diverse perspectives together
- 13. Those purpose ones… • Making sure work Matters • Translating small to big
- 14. Those uncertain ones… • Guiding through change • “I don’t know, but we’ll figure it out together.”
- 15. Those tomorrow ones… • Investing in everyone’s future • Balancing work and growth
- 16. Are these leaders real?
- 18. West Region Talent Leader, EY Ginnie Carlier VP, Talent Development & Team Member Engagement, Hilton Gretchen Stroud Director, Enterprise Business Solutions, American Fidelity Margaret Vickers
- 19. Director, Enterprise Business Solutions, American Fidelity Margaret Vickers
- 20. VP, Talent Development & Team Member Engagement, Hilton Gretchen Stroud
- 21. West Region Talent Leader, EY Ginnie Carlier
- 22. Key Moments of For All Leaders Those informal ones Those uncomfortable ones Those purpose ones Those tomorrow ones Those uncertain ones TM
- 23. Closing Moment
- 24. What was one moment that stuck with you today? What is one question you have?
- 25. Tweetable Takeaways @GPTW_US Today’s complex times take a new type of leadership to fuel business success: For All Leadership. #GPTW4ALL Companies face a deficit of leaders ready for today’s challenges. At the average workplace, over half of leaders create employee experiences that detract from performance while only 12% create ones that drive better results. #GPTW4ALL For All Leaders stand out in key moments shaping the employee experience. From the uncertain ones to those uncomfortable ones, they foster genuine human connections that let their companies thrive. Are your leaders ready for the moment? #GPTW4ALL
- 26. Thank you!
Editor's Notes
- Tone: Thank you! - Welcome –Excited to be here today… - I am…. - Topic/Theme: Great leadership isn’t just a framework, competency model, pithy statements on fancy posters – It’s about what you do in key moments. Questions - Raise your hand if you've ever had a boss or manager if you are or have ever been a leader or boss if you've ever had a bad boss had a great boss!
- Take a second and quickly share with your neighbor Quick debrief
- Here’s my moment… Look at that hair!!!! Rental Boy…. Tell story of Dennis Moral – in this critical moment for me, he didn’t presume to have the answers, he not only saw me as a whole person but valued that, and looked out for my interests in the future. His advice has stuck with me and shaped how I approach work, how I try to lead and grow my team, and how I approach working with others. (It also led me to get married – that’s my wife in the picture)
- My moment, your moment – they all exist…We know we asked a lot of people!
- In our research, we found 5 types of experiences creating. Some are like the. Others you might see on a rerun of the Office.
- we found these experiences don’t just affect people – they affect business as well.
- Unfortunately, great leadership is in short supply. According to Gartner, 45% of HR leaders say they struggle to develop effective leaders
- And they impact moments in today’s business… And they impact moments in the future…. It’s an issue for leaders driving change to their business. According to a recent report by EY, 59% of companies believe there is an industry-wide shortage of the type of skills that would help accelerate their digital transformation efforts. Nearly 50% of CEO surveyed said they are unprepared to take advantage of the opportunities of disruptive change.
- How do we create more level 5 experiences? Interviewed a hundreds of leaders creating level 5 experiences (and getting great business results) These leaders came from of people across industries We looked to know how they approached their work, how they saw it differently
- Those informal ones - Making space to hear the personal side Those uncomfortable ones - Getting different viewpoints and perspectives to come together, not break apart Those purpose ones - Making sure people clearly know their work Matters with a capital M Those uncertain ones - Looking into a crystal ball and saying “I don’t know….but we’ll figure out it together” Those tomorrow ones - Investing time in everyone’s future
- For All leaders are great in building connections with employees as whole people. Whether it’s grabbing coffee with people, asking people about their lives outside work ot it’s asking or simply making time for personal updates in meetings or checkin ins. Those moments add up to tell a person whether they can bring their full self to work…or not. Those moments add up to let people know they’re SAFE to bring up tough conversations like around mental health or financial wellbeing, especially when it may be impacting their own work.
- What: Remember when you were a kid and saw your parents kiss, how embarrassing and awkward it was. At work, a lot of people get those same feelings. When you run into Silos at work Or when you're the only person that looks like you or thinks like you in a room Or when people talk about their personal identity, backgrounds, and even politics… In those moments, it’s natural to lean away and cover your eyes. It’s those moments when For All Leaders lean in. that let people connect across differences or keeps them less than connected.
- We’ve all had that moment when you’re commuting home or stuck in a meeting And you think to yourself “Why am I doing this? Does what I do even matter?” For All leaders make sure we have an answer in these moments. They make sure employees see routine work as important work. They make sure people clearly see how they’re contributing to something bigger than themselves and the success of the organization. They make sure you feel like a superhero
- It might seem like a threat to our safety, stability, and future. You end up asking yourself ““What’s going to happen next” Am I going to make it to the other side?” These are the moments when things seem wobbly and foggy. For All Leaders They don’t do it by saying I’ve all the answers” They don’t say trust me, the bridge is fine. They embrace vulnerability, don't pretend to have all the answers. They say we’ll cross it together.
- Those critical moments when you think about you want to become when you grow up… When you hear someone gets promoted, and wonder will I get my chance…. Or those moments when you stretch and wind up falling short…. Making sure everyone feels like they’ve got a shot, no matter their background or role. Whether you like him/her or not. They’ve taken the time to coach and show they’re invested in everyone’s future….
- Many of them were in a room last night! We celebrated over 60 leaders as 4All leaders… They come from different industries, backgrounds, experiences.
- We’re lucky to be joined by four of these winners…Please help me welcome... Two things upfront we learned about For All Leaders – they’re humble and really great at getting results…They’re not just nice people… Equipped people across 3 continents with tools and skills to connect across cultures Responsible for attracting, growing, and retaining more than 6,000 employees across the Western U.S. Turned around a division, going from the lowest employee survey results to the highest in her company [Another for Margaret …] Led the overhaul her company’s leadership development framework and rolled it out to ### employees across ## countries
- Margaret
- Gretchen
- Ginnie
- •INFORMAL: Let’s start off talking about those informal moments. •In our research, “critical moments” •We see this trend continuing as APA says Gen Z is most stressed generation and is most active in seeking out and discussing mental health. •Yet speaking up about financial or mental health is a personal risk. •GINNIE: Can you speak t What do you do to make your employees feel safe taking that risk with you? •GRETCHEN: You shared a story with me earlier that really shows why these moments matter and the impact they can have. Could you tell us about your experiences at Hilton working on wellbeing and how’s impacted Hilton’s employees? •PURPOSE •Purpose has been around a long time. It’s not just a millennial thing. In our research, when people experience purpose and a sense of clarity, their businesses outperform the market. The key? Whether or not leaders are able to create this experience. •Margaret, I was struck by your story… •MARGARET: Can you tell us about how give your team a sense of purpose? What are two or three practices that really helped? And what are some of the big challenges? •UNCERTAIN •SET UP NEEDED… •GRETCHEN: What was your toughest “I don’t know” moment with your team? How did you lead people through that uncertainty? •UNCOMFORTABLE •See this clearly in election data. Politics used to stay outside of work, now it's in. 1 in 20 comments are about current political issues. The word conservative has shifted it's meaning. It might be politics, it might gender or race. •GINNIE: How do you make space for people to come as they are and bring their unique experiences to work, not fit in? •TOMORROW: Training and growth are hard. Everyone knows they're important but it's hard to get right. It's hard to balance work and ensure opporunties are gviven in a way that are seen as fair. There is a training gap between frontline employees and managers at all levels. Frontline managers are 39% more likely to think training exists, mid-level are 78% more likely, and executives are 199% more likely. •GRETCHEN: How do you make sure each person on your team feels their future is being invested in? •MARGARET: How have you gotten your team to take part in shaping their future rather than "having it happen to them"?
- What is one piece of advice that you would give to a leader who wants to become (or stay) a For All Leader?
- Share with your neighbor Anyone want to share?