how to reignite your team’s passion, creativity, and ... up burned out.pdf · increase flow nine...

www.FrewAssociates.com

By Michael Lee Stallard with Carolyn Dewing-Hommes and Jason Pankau

How to Reignite Your Team’s Passion, Creativity, and Productivity


Part I What Fires Us Up?


The Case for Connection at Work

•  Employees in an organization with a high degree of connection are more engaged, more productive in their jobs, and less likely to leave the company.

•  Connected employees are more trusting, more cooperative, share information, and help decision makers reach well informed decisions.


•  Consider impact of 75% member disengagement and disconnection

•  Impact of retirement and globalization •  Physiological effect of human contact

– Lack of connection creates fearful, anxious, dissatisfied, disruptive, etc.

– Connection creates respectful, autonomous, engaging, trusting, connecting, etc.

Why Connect?


A Connection Culture is a culture that embraces the necessary beliefs and behaviors that enhance connection among people and meet the universal human needs.

The Connection Culture


Vision •  Motivated by the organization mission •  United by it values, and •  Proud of it reputation


Value •  Understands the basic psychological

needs of people, •  Appreciates their positive ad unique

continuations, and •  Helps them achieve their potential.


Voice •  Seeks the ideas of others, •  Shares ideas and opinions honestly, and •  Safeguards relational connections.


VISION •  Motivated by the organization’s mission •  United by its values, and •  Proud of its reputation.

VALUE •  Understands the basic psychological needs of people, •  Appreciates their positive and unique continuations, and •  Helps them achieve their potential.

VOICE •  Seeks the ideas of others, •  Shares ideas and opinions honestly, and •  Safeguards relational connections.


Star System or Develop the Core 1.  Stars employees (superior performers) 2.  Core employees (valuable contributors) 3.  Strugglers (poor performers)

CHARACTERISTICS OF CORE EMPLOYEE

•  Core employees are less likely to call attention to themselves. •  Core employees are less likely to leave their current employers for greener pasture. •  Core employees are quietly dedicated to their work and to their teammates.


Part II The Three Keys to Connecting Your

Team and Lighting Their Fires: Vision, Value, and Voice


Inspire with Identity •  Vision represents the cultural element of

inspiring identity. •  Individuals have stories about their

identities that influence them. •  Organizations have identity stories that

influence individuals too. •  Meaning Matters


Create Meaning in Your Organization

1.  Be an innovator. –  Bring something new or different to marketplace.

2.  Inspire your team to reach a challenging goal. –  To reach best or compete with competitors.

3.  Communicate your inspiring identity upfront. –  Educate new members with well-planned orientation

4.  Consistently communicate your inspiring identity.

–  Sustain and spread vision, mission and values.

5.  Employ the power of the pen. –  Remind by writing, speeches, video, sayings, etc.


Delete What Devalues 1.  Eliminate disrespectful, condescending,

and rude behavior. 2.  Go easy on the criticism. 3.  Minimize unnecessary rules and

excessive controls. 4.  Eliminate excessive signs of hierarchy. 5.  Get rid of devaluing leaders. 6.  Replace devaluing severance

procedures.


Dial Up the Value 1.  Make human connection with as many

people as possible. 2.  Treat and speak to employees as

partners. 3.  Help employees find the right role. 4.  Educate, inform, and listen to employees. 5.  Decentralize decision making. 6.  Recognize the human need for work / life

balance.


Three Benefits of Knowledge Flow

Benefit #1: Knowledge Flow Increases Connection and Fires Up People

Benefit #2: Knowledge Flow Helps Decision Makers Make Better Decisions

Benefit #3: Knowledge Flow Increases Creativity and Innovation


Increase Flow Nine ways to increase and stimulate knowledge flow: 1.  Hold ongoing knowledge-flow sessions. 2.  Use you intranet to make information easily accessible. 3.  Promote a culture of responsiveness. 4.  Ask people to be inquisitive. 5.  Encourage external awareness. 6.  Increase the diversity of participants. 7.  Seek other views and reward those with the courage to speak up. 8.  Promote a culture of experimentation. 9.  Safeguard relational connections.


Part III The Fire Starts With You: Become a

Person of Character and Connection to Ignite the Team Around You


People Who Connect Which Type are You?

1.  Intentional Disconnectors 2.  Unintentional Disconnectors 3.  Intentional Connector


The Journey to Connection


Developing Character Strengths and Connection

1.  Creativity 2.  Curiosity 3.  Open-mindedness 4.  Love of Learning 5.  Perspective 6.  Bravery 7.  Persistence 8.  Integrity 9.  Vitality 10.  Love

11. Kindness 12. Social Intelligence 13. Citizenship 14.  Fairness 15.  Leadership 16. Forgiveness and

Mercy 17.  Humility/Modesty 18. Prudence 19. Self-regulation

20. Appreciation of Beauty and Excellence

21. Gratitude 22. Hope 23. Humor 24. Spirituality


How to Develop the Character Strengths of Intentional Connectors

1.  Develop habits that reflect character strengths. 2.  Build high-trust relationships with people who want to

develop good character. 3.  Undertake periodic checkups. 4.  Study and celebrate the character of intentional

connectors. 5.  Select, measure, and promote leaders who have

character strengths and who connect. 6.  Consider insights and solutions that emerge from social

network analysis 7.  Be careful not to develop a self-righteous culture.


Questions???

how to reignite your team’s passion, creativity, and ... up burned out.pdf · increase flow nine...

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