Building a Championship Team Jen Shirkani
#ALFA2014 @SHIRKANI
IT’S TOUGH THESE DAYS Change initiatives
“Raise acceptance and do it quicker.”
Development
“Embed behavior change and raise ROI.”
Innovation
“More of it and faster!”
Strategy
“Good decisions, quicker, with more impact.”
Operations
“Do more, with less, more flexibly.”
Sales & Marketing
“Better returns and a higher market share.”
Partnerships
“Faster, problem-free integration.” #ALFA2014 @SHIRKANI
PERFORMANCE MATTERS • Only 31% of employees clearly understand their goals. • 87% of employees say that working with a low performer has made them want to change jobs. • 93% of employees say that working with a low performer has decreased their productivity. • Only 14% of senior executives say their company effectively manages low performers. • Only 17% of middle managers say they feel comfortable improving or removing low performers. (study by Leadership IQ)
#ALFA2014 @SHIRKANI
WHAT ABOUT HIGH PERFORMERS? 47% of top performers are actively looking for other jobs (submitting resumes and going on interviews). Only 18% of low performers are actively looking for other jobs.
#ALFA2014 @SHIRKANI
IMPACT ON HIGH PERFORMERS
How we drive our best away: •
• • • • •
“Rewarded” by leaving them alone Given the toughest projects Unrealistic expectations Longest hours with highest stress A lack of coaching and targeted development Stuck in role #ALFA2014 @SHIRKANI
CHAMPIONSHIP TEAMS HAVE ENGAGED MEMBERS Engagement is employees’ willingness and ability to contribute to the company’s success; people’s desire to give discretionary effort in their jobs.
#ALFA2014 @SHIRKANI
“In 42% of companies, low performers actually report being more engaged – more motivated and more likely to enjoy working at their organization, for example – than middle and high performers do.” Leadership IQ #ALFA2014 @SHIRKANI
GALLUP STUDY, OCTOBER 2013 Percent of engaged workers? 30% “Engaged employees work with passion and feel a profound connection to their company. They drive innovation and move the organization forward.”
52% not engaged (RIP) “Non-engaged employees have essentially ‘checked out.’ They sleepwalk through workdays. They put in time but don’t approach their work with energy or passion.”
18% actively disengaged “Actively disengaged employees aren’t just unhappy at work; they’re busy acting out their unhappiness. Every day, these workers undermine what engaged co-workers accomplish.” #ALFA2014 @SHIRKANI
WHY IS ENGAGEMENT CHALLENGING? • Requires continuous informal/formal workforce research • Generational variances • Requires engaged leadership • Paradigm shift – no longer just pay for performance • Discomfort with “soft” or abstract concept • Unique engagement drivers within each person – not one size fits all
#ALFA2014 @SHIRKANI
EMOTIONAL INTELLIGENCE (EQ)
#ALFA2014 @SHIRKANI
KEY EQ SKILLS TO BE AN ENGAGING LEADER
• • • • •
Self-Awareness Empathy Self-Control Flexibility Optimism #ALFA2014 @SHIRKANI
SELF AWARENESS
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EMPATHY
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SELF CONTROL
#ALFA2014 @SHIRKANI
PAIR AND SHARE
Describe the impact on employee engagement when the leader lacks EQ‌
#ALFA2014 @SHIRKANI
FLEXIBILITY
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OPTIMISM
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HOW TO DEVELOP EQ • Measurement • Formal or Informal Training Programs Coaching
• Self-Paced Learning Self-Analysis and Correction Reading and Exercises
• Increase Face-to-Face Communication • Experience #ALFA2014 @SHIRKANI
Connect with Me: www.EgovsEQ.com www.penumbra.com www.linkedin.com/jenshirkani @shirkani
Thank You!