The document discusses strategies for unlocking the potential of people in organizations through high performance leadership. It outlines 10 steps to develop high performance teams, including setting a leadership framework with clear mission and goals, focusing team efforts on specific targets, unleashing personal energy through motivational diversity, and establishing an operational cadence with regular planning cycles. The final section provides a 5-week plan to ignite team performance through interviewing members, connecting them to the vision, establishing goals, building energy, and scheduling regular cadence meetings.

1. U NLOCKING
YOUR PEOPLE
RANDY PHILLIPS
REDPOINT LEADERSHIP GROUP

2. COMMON LEADERSHIP PERFORMANCE - LOCKS
1. Paper Lions (All Star Team)
2. Bottlenecks (In Key Positions)
3. Culture Clash
4. Elegant Solution (in search of a problem…)
5. Talent Transfer (Reverse Orbit)

3. SUREFIRE ROADMAP TO INCREASED PROFITABILITY
High Performance Leadership
10 Steps to Unlock Your People
Talent-Building Tools
Ignite Your Team in Five Weeks

4. HIGH PERFORMANCE TEAMS
If you know how
to build a hot
fire – you already
know how to
develop a high
performance
team.

5. FUEL FOR HIGH PERFORMANCE TEAMS
Targeted Personal
& Target Role Path
Mission Focus Engagement to
Driven Value
Unique Connected
Drivers Group
Personal Decision
& Clarity
Energy Fluency
Motivational
Complete
Designs Decision
Operational Styles
Cadence
Sustained Resources

6. YOUR SURE-FIRE ROADMAP
If you know how to build a hot fire – you
already know how to develop a high performance team .

7. YOUR SURE-FIRE ROADMAP
If you know how to build a hot fire – you already
know how to develop a high performance team.

8. YOUR SURE-FIRE ROADMAP
Role Engagement
= The TINDER
Decision
Fluency
= The Match
or Spark
Target
Focus
= The
KINDLING
If you know how to build a hot fire – you already
know how to develop a high performance team.
Personal Energy Cadence/Work-flow
= The AIR FLOW = Fuel (logs)

9. YOUR SURE-FIRE ROADMAP
Role Engagement
= The TINDER
Decision
Fluency
= The Match
or Spark
Target
Focus
= The
KINDLING
If you know how to build a hot fire – you already
know how to develop a high performance team.
Personal Energy Cadence/Work-flow
= The AIR FLOW = Fuel (logs)

10. #1 SET YOUR LEADERSHIP FRAMEWORK
Recipe Method Mission Formula
Status Key Ingredients
Ingredient/
Efficiency Effort
Innovation +
Income Recipient/
Problem
Market Share
=
Product Dev. Impact/
Quality Reward

11. #1 SET YOUR LEADERSHIP FRAMEWORK
Recipe Method Mission Formula
Status Key Ingredients
Ingredient/
Efficiency Effort
Innovation +
Income Recipient/
Problem
Market Share
=
Product Dev. Impact/
Quality Reward

12. #1 SET YOUR LEADERSHIP FRAMEWORK

13. #2 ELEVATE DISCOVERY

14. #2 ELEVATE DISCOVERY

15. DECISION FLUENCY
The ability to
communicate clearly and
interact capably in these
ways:
 DIVERSE -UNDERSTANDING
 INTERACTIVE – THOUGHT
 GROUP-DIALOGUE
 COLLABORATIVE -DECISIONS

16. 4 Types of Decision Fluency
Contextual Relational Strategic Functional
Thinker Thinker Thinker Thinker
Concepts & Emotional Goals & Plans &
Information Intelligence Targets Process
Teacher Counselor Director Coach
Researcher Networker “Closer” Tactician
WHAT? WHO? WHEN? HOW?

17. #3 FACILITATE ROLE ENGAGEMENT
The personal
connection that each
team member has:
 WITHIN A CONTEXT
 STIMULATING A
SITUATIONAL ROLE
 SENSING UNIQUE VALUE
 IGNITING ACTION

18. #3 FACILITATE ROLE ENGAGEMENT
Contextual Decision Makers
Question WHAT?
Focus Ingredients
Speed Measured
Gains Accuracy
Gaps Timing
Rubs Performance
Often Highly Sensory

19. #3 FACILITATE ROLE ENGAGEMENT
Relational Decision Makers
Question WHO?
Focus Emotions
Speed Decreased
Gains Collaboration
Gaps Strategy
Rubs Accountability
Often Open Doors

20. #3 FACILITATE ROLE ENGAGEMENT
Strategic Decision Makers
Question WHEN?
Focus Outcomes
Speed Sprint
Gains Achievement
Gaps Quality
Rubs Sustainability
Often Highly Disciplined

21. #3 FACILITATE ROLE ENGAGEMENT
Functional Decision Makers
Question How?
Focus Process
Speed High
Gains Quality
Gaps Efficiency
Rubs Finishing
Often Curious

22. #3 FACILITATE ROLE ENGAGEMENT
LEADERSHIP
ROLE
Action Connection
Position

23. #4
FOCUS YOUR TARGET
Targets & End Results
When focus is sharp –
everyone knows:
 THE SHAPE OF A “WIN”
 TIMETABLE FOR SUCCESS
 ATTAINABLE REWARDS
 STRATEGIC DIRECTION

24. #4
FOCUS YOUR TARGET
“As-Is’
becomes Context?
“To Be”.
Targets are a
Leadership
function of the Resources
Focus
ammunition ?
A natural rhythm
Timing?
or time factor…

25. #4
FOCUS YOUR TARGET

26. #5
UNLEASH PERSONAL ENERGY
Created by ”drivers”
that motivate each
member of a team
to be uniquely
productive .
Sustained energy
requires
motivational
diversity.

27. #5
UNLEASH PERSONAL ENERGY
100 % DRIVERS
65 %
25 %
10 %
Energy Mix
Image/Vision
Qualitative
Contribution
People

28. #5
UNLEASH PERSONAL ENERGY
Contextual Relational Strategic Functional
Driver Mastery Trust Outcome Quality
Comfort Zone Ingredients Dialogue Image Process
Time Quality
Emotion Finishing
Road Blocks Detail Comfort

29. #5
UNLEASH PERSONAL ENERGY

30. #6
SPONSOR WORK-FLOW
The collaborative
flow that a
leadership team
experiences
when sustained
effectiveness is
made possible.

31. OPERATIONAL CADENCE
Timing Delivery
TEAM-BUILT
OPERATING
PLAN
Targets Resources

32. Operational Cadence
Energy cycle
Specs
Value
Extension
Strategic Initiatives
Dashboard

33. Operational Cadence
PASSION
PROGRESS CONFIDENCE
HIGH PERFORMANCE
TEAMS GENERATE
CLARITY
TANGIBLE RESULTS.

34. #7
MINE FOR CONFLICT
Sparks are created by
friction that comes out of
thoughtful and passionate
dialogue. A team that
learns to trust the leader
and each other—will ignite
a spark that can be fanned
in to flame and heated all
the way to glowing
embers.

35. #7
MINE FOR CONFLICT

36. #8
INCREASE DECISION FLUENCY
Fluency Assessment Tool

37. #8
INCREASE DECISION FLUENCY
Fluency Assessment Matrix

38. #8
INCREASE DECISION FLUENCY

39. #9
CELEBRATE ACHIEVEMENT
Catch them doing
something right &
bring heightened
attention to the
work.

40. #9
CELEBRATE ACHIEVEMENT
Humor covers a multitude
of ills and laughter is
a spontaneous form of
celebration that is
unparalleled in the
energy that it provides.

41. #9
CELEBRATE ACHIEVEMENT
Never reward someone for
simply trying hard. Define
success with specific terms and
when achievement is
celebrated—be sure to provide
highly specific praise for the
excellent performance.

42. #9
CELEBRATE ACHIEVEMENT
What you
measure is
what you get!

43. #9
CELEBRATE ACHIEVEMENT
Praise in Public
and Punish
in Private

44. #10
PROMOTE GROWTH
1. Performance-driven culture
2. Effective managers
3. High employee utilization
4. High employee effectiveness
5. Encouraging innovation

45. IGNITE YOUR TEAM IN 5 WEEKS
#1
Interview Each Team Member
for 90 Minutes
1. Asses your team fluency levels
2. Discover individual fluencies
3. Build discovery skills

46. IGNITE YOUR TEAM IN 5 WEEKS
#2
Connect Your People to Your
Mission/Vision
1. Review role Assumptions
2. Assign roles for every project
3. Train your team to understand
the dynamic nature or leadership
roles.

47. IGNITE YOUR TEAM IN 5 WEEKS
#3
Establish Measurable
Team Goals
1. Establish productivity time loops
from immediate to long term.
2. Generate mission metrics
3. Review performance at every
team gathering

48. IGNITE YOUR TEAM IN 5 WEEKS
#4 Build Your “Energy Pump”
1. Research and identify the
incentives that match your team.
2. Determine cultural requirements
3. Facilitate the team’s selection of
an “Energy Czar”.

49. IGNITE YOUR TEAM IN 5 WEEKS
#5
Frame Your Cadence
Calendar
1. Determine your planning cycles:
monthly, quarterly & annually
2. Reserve time/space for an off-
site planning event.
3. Schedule Your:
Team, Facilitator & Agenda

50. T HANK Y OU
REDPOINT LEADERSHIP GROUP
www.redpointleadership.com