– P. 1

– P. 2

Purpose

• Catalyst For Growtho Strategy (Vision/direction)o Culture (Core Values/Purpose)o Accountability (Rhythm/Metrics)o Corporate Valuation (Value

Metrics)

2

– P. 3

How Results are Delivered/Realized

1. Set Measurable Goals (13 wk race)- Pair with Vision

2. Communicate and Build Trust3. Track Progress Publicly- Transparency/Real

time4. Plan and Anticipate Future- Develop Roadmap 5. Hire Winners & Put People In Area of Strength6. Organize Self & Others To Do The Job7. Measure results and Duplicate8. Celebrate Success

3

– P. 4

WHERE DO WE

BEGIN?

4

– P. 5

Executive Leadership

Strategy

Culture

Account-ability

Valuation

– P. 6

Executive Leadership

Strategy

Cult

– P. 7

Executive Leadership

Cult

– P. 8

– P. 9

Executive Leadership

Hedge-hog

Sandbox

BHAG

– P. 10

Purpose + Why Factor

Strategy

Culture

– P. 11

Current Environment

• 75% of employees are disengaged in their job

• Over 80% of workforce has an experienced virtual network that is NOT being used

• Technology enables ‘Flat World’ (allows access to best/brightest anytime anywhere)

• First time in history we have four ‘active’ generations in the workforce

11

.

– P. 12

Current Environment

• Generation Y: Born 1977 – 1995 (users of the technology)

• Generation X: Born 1965 – 1977 (creator of technology)

• Baby Boomers: Born 1946 – 1964 (consumerism)

• Matures: Born pre-1946 (depression era)

12

.

– P. 13

Catalyst For Growth

• How do I leverage my current work force?

• How do I engage and inspire thinking/learning?

• How do I make it exciting, stable, sustaining all at the same time?

• How do I leverage the network surrounding my company?

13

.

– P. 14

Catalyst For Growth

o How Does Your Team Line Upo What Are The Strengths You Can

Leverage?o What Mix Does My Team Need To Be

Effective?o How Do I Communicate?o How Do I Engage Them?

14

– P. 15

Executive Leadership

Strategy

Culture

Account-ability

– P. 16 16

– P. 17

– P. 18

Catalyst For Growth

• Focus On What Is A Priority• Clarity On What Success Looks Like• Measured Growth/Advancement • Buckets Can Be Moved Or

Transitioned To Others• Don’t Get In The Way Of Others• Create Temporary “Job Sheets”

18

– P. 19

Growth Metrics

• What Are We Going To Measure: o Lagging Metrics (financials)o Critical Metrics (error/quality

reports)• LEADING METRICS:

o Can you Influence the Metric?o Will Our Action Drive Metrics?o What Action Do We Want To Drive?

19

The copying, distribution and utilization of this document as well as the communication of its contents to others without expressed authorization is prohibited. Offenders will be held liable for the payment of damages. All rights reserved in the event of the grant of a patent, utility model or ornamental design registration.

20

COMPANY SAMPLE

Strategic Plan

Business Plan

Target Agreements

Personal Matrix

DISC

StrengthsAchievementsAccountabilities

– P. 21

Executive Leadership

Strategy

Culture

Account-ability

– P. 22

Summary: Executive Leadership

• Catalyst For Growtho Strategy (Vision/direction)o Culture (Core Values/Purpose)o Accountability (Rhythm/Metrics)

22

– P. 23

Summary: The Process

1. Set Meaningful Goals (13 wk race)2. Communicate and Build Trust3. Track Progress Publicly4. Plan and Anticipate Future5. Hire Winners & Put People In Area of

Strength6. Organize Self & Others To Do The Job7. Celebrate Success

23

– P. 24

Leaders LaboratoryDonnahover@leaderslaboratory.comwww.leaderslaboratory.com248.284.

5605

RESOURCES: Clients OnlyPASSWORD:

456CEO

24