O slideshow foi denunciado.
Seu SlideShare está sendo baixado. ×

Grow Regardless by Joe Mechlinski

Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Próximos SlideShares
Work That's Worth It
Work That's Worth It
Carregando em…3
×

Confira estes a seguir

1 de 77 Anúncio

Grow Regardless by Joe Mechlinski

Baixar para ler offline

For all organizations, in all industries, and of all sizes, growth is a function of the intersections of the relationships of people from the CEO to the client. The dynamic between the CEO and the management team influences the frontline staff, which ultimately impacts the client. Depending upon the quality of these relationships, this impact can be positive or negative, resulting in growth or downsizing. Joe offers proven methods to help any organization become a stronger, more cohesive team, deliver remarkable employee and client experiences, reset and recharge, and grow regardless.

For all organizations, in all industries, and of all sizes, growth is a function of the intersections of the relationships of people from the CEO to the client. The dynamic between the CEO and the management team influences the frontline staff, which ultimately impacts the client. Depending upon the quality of these relationships, this impact can be positive or negative, resulting in growth or downsizing. Joe offers proven methods to help any organization become a stronger, more cohesive team, deliver remarkable employee and client experiences, reset and recharge, and grow regardless.

Anúncio
Anúncio

Mais Conteúdo rRelacionado

Diapositivos para si (18)

Semelhante a Grow Regardless by Joe Mechlinski (20)

Anúncio

Mais recentes (20)

Anúncio

Grow Regardless by Joe Mechlinski

  1. 1. GROW REGARDLESS OF YOUR BUSINESS’ SIZE, YOUR INDUSTRY OR THE ECONOMY… AND DESPITE THE GOVERNMENT!
  2. 2. THE STATE O F T H E AMERICAN WORKFORCE
  3. 3. 3.9 percent UNEMPLOYMENT RATE CURRENT NATIONAL US Bureau of Labor Statistics
  4. 4. 6.7 million Approximately 201,000 jobs were created in August 2018, and the national unemployment rate remained unchanged at 3.9 percent. JOB OPENINGS CURRENT NATIONAL US Bureau of Labor Statistics
  5. 5. EMPLOYEE TENURE MEDIAN BY AGE OF US Bureau of Labor Statistics
  6. 6. THE CHANGE DILEMMA
  7. 7. THE CHANGE DILEMMA
  8. 8. THE CHANGE DILEMMA We are here
  9. 9. The average mobile phone user checks their device 150 times a day. 40% of the US population believes it is impossible to succeed at work and have a balanced family life. More than 80% of all companies rate their business “highly complex” or “complex” for employees. Source: Deloitte human Capital Trends 2014 and 2015 The average US worker works 47 hours per week, and 49% work 50 hours or more per week, with 20% at 60+ hours per week. The average US worker spends 25% of their day reading/responding to emails. Fewer than 16% of companies have a program to “simplify work” or help employees deal with stress. THE OVERWHELMED EMPLOYEE
  10. 10. World Economic Forum AUTOMATION THE FUTURE OF
  11. 11. McKinsey A U T O M AT I O N M AY W I P E O U T 1 / 3 O F A M E R I C A’ S W O R K F O R C E B Y 2 0 3 0
  12. 12. COMPETENCY SINCERITY RELIABILITY TRUST…
  13. 13. UNDERSTAND PRIORITIES THE BRAIN IN YOUR HEAD FEEL PASSION THE BRAIN IN YOUR HEART EXPERIENCE PURPOSE THE BRAIN IN YOUR GUT ENGAGING THE THREE BRAINS
  14. 14. 70% OF EMPLOYEES ARE DISENGAGED THE STATE OF THE WORKPLACE
  15. 15. BETTER YOU THE BRAIN IN YOUR HEAD
  16. 16. THE DRAMA TRIANGLE
  17. 17. 1. What do you want to experience? 2. What are your top 3 priorities? 3. What do you want to learn? 4. What do you need the most help with? 5. What do you want to give? IN 2019… TOOL #1 | BIG 5
  18. 18. BETTER US THE BRAIN IN YOUR HEART
  19. 19. WHAT WE APPRECIATE, APPRECIATES
  20. 20. TOOL #2 | 25 REASONS WHY
  21. 21. BETTER ALL THE BRAIN IN YOUR GUT
  22. 22. TOOL #3 | AREA OF DESTINY
  23. 23. BE THE CHANGE YOU SEEK
  24. 24. CHANGE IS INEVITABLE, PROGRESS IS NOT. M A X M C K E O W N
  25. 25. 12 HACKS
  26. 26. Quantum Workplace P O O R P E R F O R M A N C E M A N A G E M E N T Employees whose managers regularly communicate with them are 3X more engaged than those with managers who don’t practice regular communication.
  27. 27. WEEKLY PERFORMANCE REVIEWS #1 HACK TOOL: 15FIVE Stop only doing annual reviews – interactions with your team need to happen far more often. At a minimum, weekly. 15Five kicks-off important conversations with your team every week on priorities and productivity, and encourages employees to reflect on their highs and lows to create a unique communication system.
  28. 28. R E S I S T I N G T H E R E M O T E W O R K P L A C E 80% to 90% of the US workforce says they would like to telework at least part-time (two to three days a week). Global Workplace Analytics
  29. 29. ENABLE TELECOMMUTING #2 HACK TOOLS: COLLABORATIVE RESOURCES Research and implement resources that address the needs of a remote team to foster continued collaboration and communication.
  30. 30. I N F L E X I B L E W O R K S C H E D U L E S 73% of employees said flexible work arrangements increased their satisfaction at work Zenefits
  31. 31. FLEX SCHEDULE #3 HACK SOLUTION: OFFER FLEXIBLE HOURS The typical 9 to 5 work schedule is becoming obsolete. So instead of resisting the change, embrace it as an opportunity to experiment. Simple approach: leave people in control of their own schedule – a little autonomy goes a long way. Feeling adventurous? Consider trying: • Job-sharing (two employees split the workload and time commitments of one 40-hour per week job) • Day shifting (some employees work from 7 AM to 3 PM while others work from 10 AM to 6 PM) • On-peak/off-peak work schedules (employees work more hours during their busy season and vice versa).
  32. 32. L I M I T I N G PA I D T I M E O F F 70% of employees who take a week or more of vacation say they’re driven to contribute to their organization’s success, as opposed to the 55% who don’t regularly take vacation
  33. 33. SMARTER PTO #4 HACK TOOL: PAYLOCITY Offer benefits your team actually wants and needs to perform at their best, and keep the details accessible, front of mind, and clear. Options can include: • Three or more weeks of PTO out of the gate • Paid parental leave • Distinguish between vacation days, personal days, and sick days For other creative ideas, check out this article: 7 Paid-Time-Off Stats You'll Find Fascinating
  34. 34. D E P R I O R I T I Z I N G R E C O G N I T I O N 79% of people who quit their jobs cite “lack of appreciation” as their reason for leaving
  35. 35. CULTURE GAMIFICATION #5 HACK DOWNLOAD AT shiftthework.com/cadre SOLUTION: A GAMING PLAN Gamifying your culture combines teamwork and play to create an atmosphere where employees challenge themselves, grow personally and professionally, are recognized for their achievements, and bond as a team. Overall, it boosts: • Engagement • Collaboration • Morale • Productivity • Perception of self-value
  36. 36. E M P L O Y E E E N G A G E M E N T I S TA N K I N G 12% of businesses are happy with current levels of employee engagement
  37. 37. By creating awareness around engagement, we believe employees are be more inclined to: • Take ownership of their actions and behaviors • Commit to positive change • Achieve greater satisfaction inside and outside of work SURVEY ENGAGEMENT #6 HACK DOWNLOAD AT shiftthework.com/cadre SOLUTION: QUARTERY ENGAGEMENT SURVEY TOOLS: • SHIFT ALL IN ASSESSMENT • TOP 50 SURVEY ENGAGEMENT QUESTIONS
  38. 38. Dynamic Signal I N E F F E C T I V E C O M M U N I C AT I O N In the US, 1 in 3 employees are ready to quit their jobs due to poor workplace communication
  39. 39. DAILY COMMUNICATION #7 HACK WATCH A CEO RIFF AT shiftthework.com/tools TOOL: LEADERSHIP RIFFS Daily communication from you to your team. These can be done by anyone in a leadership position, shared with their team or the organization at large, to share: • Important updates • Relevant news • Provide motivation and inspiration • Offer useful resources • Etc.
  40. 40. I N V E S T I N G I N E M P L O Y E E S 49% of employees say that receiving perks/benefits means they know that their employers are invested in them as individuals
  41. 41. BETTER INCENTIVES #8 HACK It’s not difficult to gain a competitive advantage, you just have to get creative. Offering better benefits and perks than your competitors empowers you to create a magnetic culture that not only attracts top talent, but gets them to stay! Here are potential options: • Recognize and reward employee tenure • Offer micro certification courses (professional development) • Give your people equity SOLUTION: COMPETITIVE PERKS Shift Your Work 12 Week Training Welcome to the Shift Your Work Course from Joe Mechlinski, CEO at SHIFT. 70% of the American workforce is disengaged.
  42. 42. M I S I N F O R M E D H I R I N G The average company in the United States spends about $4,000 to hire a new employee, taking up to 52 days to fill a position. Glassdoor
  43. 43. TOOL: TTI TRIMETRIX DNA ASSESSMENT HIRE FOR THE JOB #9 HACK The DNA assessment identifies a person’s behaviors, motivators, and competencies. The coaching report reveals how a person operates in their natural versus adapted state and provides insight on how to best communicate and support the individual based on their tendencies.
  44. 44. M A N A G I N G L O W P E R F O R M E R S On average, managers spend 26% of working hours coaching underperforming employees – that’s more than 10 hours out of a 40-hour workweek! Robert Half
  45. 45. DEFINE HIGH PEFORMANCE #10 HACK TOOL: ROLE EXCELLENCE PROFILE (REP) Define the standards of excellence that capture major accomplishments (outcomes) produced by top performers: • Develop explicit measures of success • Identify the key tasks of high performers • Reveal the factors necessary for achieving task completion excellence • Remove the “noise” and distractions of low value activities
  46. 46. W O R K P L A C E B U R N O U T 1 in 5 highly engaged employees is at risk of burnout, reporting high levels of interest, stress, and frustration Robert Half
  47. 47. PROTECT MENTAL HEALTH #11 HACK TOOL: BUILT-IN BALANCE DAYS At SHIFT, we call these “SHIFT You” days. In addition to the usual nationally recognized holidays, we offer our team designated paid days off to reset, refocus, and take care of themselves. But we don’t stop there… Every Friday afternoon, we gift our team “better you” time from 3:00 to 5:00 PM to spend as they please. Most importantly, we put it on the calendar!
  48. 48. R E P R I M A N D I N G FA I L U R E Roughly two to five percent of failures in an organization are truly blameworthy; yet 70% to 90% are addressed with a pointed-finger. Robert Half
  49. 49. INTELLIGENT FAILURE #12 HACK SOLUTION: LESSONS LEARNING LOG Establish an effective method for codifying and sharing (with your entire organization) the lessons learned from failure. Identify: • What the assumptions were going in • The outcomes that resulted • What that implies for those assumptions (lessons), and • A plan of action for next time Do NOT use this as a means to place blame.
  50. 50. CLIMATE OF JUSTICE According to a study by Google, Psychological Safety ranked as the most important dynamic of a successful, high performing team.
  51. 51. BETTER YOU THE BRAIN IN YOUR HEAD
  52. 52. BETTER US THE BRAIN IN YOUR HEART
  53. 53. BETTER ALL THE BRAIN IN YOUR GUT
  54. 54. WHAT PEOPLE ARE SAYING "Shift The Work solves the riddle of the connection between engagement at work and engagement with life: If you don't have the first, you can't have the second. In this engaging, interactive work, Joe Mechlinski draws from his own impressive life experiences to show how to go all in in everything you do. This is an inspiring read.” Daniel H. Pink, author of WHEN and TO SELL IS HUMAN “Joe is not new to the world of best selling books. His bluntness is clarity and should not be confused with the typical powerpoint business advice books. Behind his words is a compassion for allowing people to better themselves by an embrace of clarity of purpose. This is an excellent read.” Richard Saul Wurman, author, and creator of TED “Shift the Work reminded me that vulnerability is a powerful force for creating trust and inspiring change in people and in organizations. It has moved me to be a better leader, follower, friend and sibling. Read this stuff. Because it matters. A lot!!” Patrick Murphy, CEO, John Hancock Retirement Plan Services
  55. 55. Performance is: • Directly tied to business strategy and metrics • Based on ACCOMPLISHMENTS versus behavior or activity • Measured by W = V-C THE PERFORMANCE CURVE
  56. 56. HIGH PERFORMANCE HIGH PERFORMANCE SYSTEM
  57. 57.  Territory Plan & Scorecard  Accurate/ Compliant Admin. Of Accounts  Asset Allocations Aligned with Client Goals  Client Retention  Assets Under Management  Time to Competence  Measuring Performance Against Plan  Finding Qualified Leads  Reaffirming Client Goals & Risk Tolerance LEFT TO RIGHT THE TYPICAL APPROACH TO PERFORMANCE YOUR BUSINESS GOALS LINKING HIGH PERFORMANCE TO
  58. 58.  Territory Plan & Scorecard  Accurate/ Compliant Admin. Of Accounts  Asset Allocations Aligned with Client Goals  Client Retention  Assets Under Management  Time to Competence  Measuring Performance Against Plan  Finding Qualified Leads  Reaffirming Client Goals & Risk Tolerance LEFT TO RIGHT THE TYPICAL APPROACH TO PERFORMANCE YOUR BUSINESS GOALS LINKING HIGH PERFORMANCE TO
  59. 59. FIVE MUST READ BOOKS
  60. 60. THE ONLY BUSINESS COLLECTIVE BRAVE AND BOLD ENOUGH TO SHIFT THE WORK TO TRANSFORM THE WORLD. CONSULTING ● SOCIETY ● VENTURES 174% avg. growth our clients experience WE ARE SHIFT
  61. 61. LEARN MORE & CLAIM ALL THREE BY VISITING shiftthework.com/getmore FULL ACCESS TO ALL 3 TOOLS TAKE THE 7-DAY CHALLENGE BUILD A BETTER ROUTINE HOUR OF POWER
  62. 62. F a i l u r e i s n ’ t a n o p t i o n f o r y o u . But here, you’ll make a mistake or two. You’ll sweat, and stretch, and be pushed beyond where you ever thought you could go. We force you to be a better you, a more innovative, inspiring, impactful you. You won’t just perform, you’ll transcend. All we ask is that you be willing to take gargantuan risks, chase insane dreams, creat e m o n u m en t al ch an g e, have each other’s back. And listen to your heart and gut as much as your head. When you do, you’ll transform yourself, inspire others, do amazing things, and, yes, have some fun. That’s how we turn a t i n y r i p p l e into a r o g u e w a v e . Vulnerability equals victory. Fearlessness equals fruitfulness. The world’s biggest issues can and will be solved by e n t r e p r e n e u r s with the courage to shift. Better you. Better us. Better all.

×