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August 2017LibraryPersonal EffectivenessResources

2017 Leadership Workshop Takeaways and Action Items

Attendees’ Top Takeaways:

  • We crafted a workable mission and vision statement.
  • Got some good thoughts on paper on how to move new division forward.  Created a strong plan to launch and build new division.
  • We need to redo the mission & vision/strategy.
  • Mission, vision, goals and strategy – prioritize and clarify.
  • Reward people based on their love language/the way they like to be rewarded. We need to address rewards and align incentives.
  • Do four corners activity at a meeting
  • Set up the company vision with the senior team.
  • If you want people to work as a team you have to have team goals (and rewards).
  • Take time to Aim – figure out where you’re going and Align everything to get there.
  • Know what supports and what detracts from your culture.
  • Alignment starts at the top.
  • Rewards aren’t a substitute for respect.
  • Don’t hire people who suck.
  • What we say and what we do should always align.
  • We need to revisit vision/strategy
  • We need to make some tough courageous actions
  • Smart Strategy Worksheet.
  • Hitting goals leads to higher-level celebrations.  Level up celebrations tied to performance objectives and hitting goals.
  • Managing is about developing people who go into other roles – reward people who do this.
  • Read The Five Dysfunctions of a Team.
  • Liked the umbrella company example of cascading goals.
  • Send out email asking for employees to submit ideas for improvement.
  • Hire sales people that just close sales – use sales manager to drive knowledge/training.
  • Critical Questions to Address and Team Focus Worksheet
  • ‘Ante up’ bonus – bonus that you bet a portion of to get a bigger bonus/put at risk
  • AIM – Aim – Align – Action – add analytics measure.
  • Set measurable goals.
  • Build a rewards bucket for service awards (not everyone wants money).
  • Use Aim – Align – Action for committees.
  • Think ‘why not?’
  • Develop new sales focused performance pay plan.
  • Crystalize and discuss our ‘purpose’ with the supervisors and leadership team. Discussions with leaders from company.
  • Respect makes employees feel rewarded
  • Our group goal, to clarify organizational goals and make sure the entire team knows what they are, and how to get there.
  • Show we care – celebrate ‘their’ milestones, ‘Happy anniversary/birthday’ – maintain communication
  • Communication, Technology & Rewards – 3 focus items
  • How to reward people differently. The morning roundtable had good practical ideas on creating teamwork. Effective brainstorming in the afternoon.
  • Involve new/other people in ad hoc projects to see if they can step up to the plate
  • Identify problem team members and devise exit strategy
  • If you want to act like a team then have team goals.
  • Regardless of industry – as long as people are part of your organization – it seems like we all have same issues.
  • Consistent – back to the basics. What are our processes? Let’s get them back to what’s already there.  Standardize processes for learning curves and training.
  • Rewards – not everyone wants the monetary value of rewards – in most cases the money is forgotten
  • Wellness program – get fit to give back – great way to get team involved in wellness with reward.
  • We need to celebrate success more.
  • Identify critical questions – the company goals need to be clear and everyone know their roles.
  • Enjoyed time away from office with leadership team.
  • Know your role, expectations and the rules of success written & unwritten.
  • Take individuals out to lunch more and get to know them on more of a personal level.
  • Link rewards to specific Key Performance Indicators and have defined and clear mission/vision.
  • Town hall meetings for employees to determine what we need to focus on/improve with culture. Cross pollination town hall meeting by different facilitators.
  • Focus on single goal and SMART it out.
  • Celebrate small successes more often to keep people engaged
  • Setting goals and clear expectations is key to the success of a business.
  • We need to set a vision and mission, as a company, and spread this throughout our company.
  • Separate reviews and raises.
  • Structure of company – vision and goals on performance evaluations.
  • Focus on collaborative groups. We have technology that a lot of people know a little about. Collaborating will allow us to combine the knowledge and present it in a way people will be able to take the most out of the tool. The impact would result in more analytical and factual information.
  • Silos suck! I will not hire people who suck!
  • Be transparent during recruiting & define what sucks.
  • Onboarding process with buddy system to reinforce culture and skill set knowledge
  • Reward ideas – Escape Room, Nascar reward event
  • The need for certain processes to allow for future growth
  • We still have a lot of work to do in setting goals that every level in the company can be held accountable for.
  • That the leadership in my company needs to align better to be successful.
  • Questions & discussion on critical actions. We have work to do.
  • I enjoyed the reward concept. It opened my eyes to different ways of handling other’s emotions. Interesting to see where my co-workers landed.
  • Rewards coupled to the love languages. Opened our eyes.
  • With clear aim and clear actions it is possible to align people systems – how do we support executing strategy and how do we get there?
  • What have we done in the past that has been successful? What do we need to add?
  • How do we communicate our goals on every level – using a combination of several factors.
  • Our people in our clubs don’t recognize that we are here to support them!
  • DEFINE WHAT OUR GOALS ARE!! Then share them throughout the company.
  • Hiring for attitudes vs. skill by identifying personalities that fit your culture. Do walking interviews to lighten and get to know.
  • Continued reminder to communicate goals/values to people on my team
  • Critical questions to address for our specific team and culture. Don’t hire people that suck! 😊
  • Company goals on performance reviews.
  • Employees need to know they’re contributing to success
  • Identifying our top three critical questions, our biggest barriers and determining some action items
  • Clearly define goals and make them inspirational. Create follower by being a leader.
  • Understanding what we need to focus on as a department to be successful.
  • Being able to have an open forum with other companies as well as our own company.
  • Redoing our vision statement so it is current.
  • What is not effective in our current structure and how do we fix it?
  • Great to struggle forward with other businesses.
  • Sacrifice fly – may have to hurt your stats to get the win.
  • Intermural team work
  • Communication between company heads à learned that we should have had this meeting more frequently.
  • All of it. Roundtable gave me good ideas to apply.
  • All must know vision.
  • Book club – assign each chapter per supervisor. Group together to share/implement best practice.
  • More structure needed in each company, and open communication. A unified direction while maintaining each company’s identity.
  • Improving retention of younger and/or Millennial members of the team by breaking up long-term goals into structured milestones.
  • “Done is done.” – better to complete one thing 100% than 5 things 90%.
  • Starting from the front line.
  • Collectively come up with business goals with team à share all the way to entry level.
  • Focus on the “one thing” you can do right now to improve your team and do it.
  • All types of business can share same issues. Learning from how they fixed their issues.
  • Create a think room. You can get away and create and think. Leads to more productivity.
  • Find issues, set goals, follow up, celebrate
  • Start, stop, change, create
  • Critical questions to address – helped clarify glaring weaknesses
  • Find out how others want to be rewarded and use it.
  • Managers working with senior managers besides myself to speed up growth.
  • Create ownership.

Action Items:

Here are some suggestions on how you and your team can put the workshop to use in your organization:

  1. Use a Teamwork theme at an upcoming meeting or event with your leaders, managers or entire company. Use the Team Worksheet (below) to have all share a team win and drive ideas on how to create more of the energy that is positive team engagement to attain a goal.  Show some of the fun, short team videos we shared at the workshop, or share the TED talk ‘Are you a Giver or a Taker?’ to focus on a culture of giving and helpfulness.  Play the team building songs.  Find all of these reference at teamstrength.com
  2. Schedule a follow-up session with the leadership team members who attended to focus on maximizing the impact of this event (see suggestions below).
  3. Review the Best Resources you shared at your Leadership Roundtables. Meet with other team members who attended, share the ideas, and create an implementation plan for the best ones!  We’ve attached the prize-winning ideas from each table to this packet.
  4. Implement ideas you received from your Information Request.
  5. Review Renee’s Power Point deck and discuss with the team who attended to take this further.
  6. Select one of the books from the event, like The Five Dysfunctions of a Team, The Five Languages of Appreciation at Work, or Give and Take. Read the book as a team, and have leadership share specific chapters or concepts in upcoming meetings.  Develop action plans on how to use the concepts in your organization.
  7. Meet with senior leaders to finalize the Strategy Worksheet – and revisit this each year. Takes this further and turn your key goals into Smart Strategy.  Work on this for each key goal for the year, and get it down to concise, easily conveyed language for each part.  Make sure all leaders know, understand and can explain this to every team member.  Review these at every leadership team meeting and track progress against the SMART worksheet.
  8. Use the Critical Questions to Address to identify key opportunities for your organization with your leadership team, and use the Team Focus Worksheet to develop action plans with these.
  9. Do the four corners activity with your team at an upcoming session using the four languages of appreciation. Encourage your managers to use this new information to reward team members the way they like to be rewarded.
  10. Revisit your Mission, Vision, Strategy and Goals. Make your mission inspirational, your vision motivational, and your goals and strategy crystal clear to all.