ERNN Legislative Conference February 28, 2015 Red Lion Inn Olympia, Washington Fred McCarthy, Ed.D....

ERNN Legislative Conference

February 28, 2015Red Lion Inn

Olympia, Washington

Fred McCarthy, Ed.D.Mayor, City of Langley, WA

mayor@langleywa.org(pictures of Langley by Ron Roesler)

City of Langley

Population 1070 Arts and music 15 member staff Sustainability1 square mile Economic developmentIT/knowledge workers Highly educatedRetirees Light industrialHigh expectations WhalesFestivals Tourism

“The Village By The Sea”

This presentation is about:Bringing Out the Best in Yourself

and Your People

Presentation Outline

• Concepts of Human Effectiveness• Building High Quality Organizations• Specific Strategies for Acknowledging People• Dealing with Today’s Professional Demands

Presenter’s Background• 2 years as mayor• 30 years of public school experience• 7 years of private school experience• Superintendent, assistant superintendent, director, manager,

principal, specialist, teacher• Positions in curriculum, instruction, finance, negotiations,

personnel, grants, foundations, fund raising, etc. • Districts of 10,000, 3,000, 2000, 1,500 - school of 175• 33 years in school administration• Instructor in WWU Superintendent certification program• Published author - books and articles on recognition• Presenter, facilitator, and keynote speaker• Recipient of various national, state, and local awards

Books

Do the people who work in yourorganization feel valued and

appreciated?

Are the administrators in your organization high use or low use

recognition managers?

Could you attract and retain quality people and motivate them to higher

levels of performance if they felt recognized and appreciated?

Two People Who Profoundly Influenced My Life

Bob Moawad - United Learning Institute – former coach Lakes High School“Increasing Human Effectiveness”

Lou Tice – Pacific Institute – former coach John F. Kennedy High School“Investment in Excellence”

Human Effectiveness Training

1. Awareness, Potential, Visualization2. Self Image, Self Esteem, Self Talk3. People I Like and Respect4. Values, Exciting Goal Setting, Making Change5. Relaxation, Forgiveness, Affirmations6. Journal Winning Experiences7. No Limit Thinking, Lifelong Learning

7. Celebrate Successes

Fundamental Value Statement

“Each person, regardless of position, has a special interest, talent, or skill. Each person is unique and has limitless potential for personal growth and contribution to your organization. By expecting, encouraging, and recognizing achievements and contributions, we move toward achieving our potential both as individuals and organizations.”

Consider for a moment the motivational power of timely and

deserved recognition!

We can either spend our time on the bow looking towards the horizon . . . or on the stern

looking into the wake.

The Joy. . .

of recognition can significantly enhance the quality of

your work life . . . regardless of your position.

Have you ever attempted to recognize someone and had it blow

up on you?

(We call this “Wreckognition”)

Do some people prefer private to public recognition? How would you

know this?

Can one person in a large organization make a difference in

recognizing others?

You can bloom where you are planted!

Seven Compelling Data-Based Results Documentedby the National Association for Employee Recognition

with Quality Recognition Programs

• 1. Improved production• 2. Improved profitability• 3. Increased customer satisfaction• 4. Increased employee motivation• 5. Improved recruiting ability• 6. Improved employee retention• 7. Facilitation of organizational change

Who are a few local companies that believe in employee recognition and implement strategies

to affirm the work of their people ?

• REI• Nordstrom• Starbucks• Microsoft• Perkins Coie• Boeing• Fairmont Hotels

Complete the sentence

“There are two things people want more than sex and money . . .

“. . . recognition and praise!”

Who said that?

Mary Kay Ash

Owner/FounderMary Kay Cosmetics

Starfish and Campfires on the Beach

What business are we in?

“We are in the businessof enhancing lives!”

Dr. Harry WongDistinguished Educator

Dick HuseltonRetired Superintendent

Marysville School District

• “We are all of equal value. We have different roles to play.”

William James

• “The deepest principle of human nature is the desire to be appreciated.”

Charles Schwab

• “I have yet to find the person, however exalted their station, who did not do better work, and put forth greater effort under a spirit of approval than under a spirit of criticism.”

Bob Mowad

“We are unique and precious human becomings . . .No one is more or less important than we are . . . We do the best our awareness permits at a given time . . . We are ever growing in wisdom and love.”

Question?

“Do you get tired of how often people in your organization tell you how much you are appreciated?”

Langley Marina

Sterling Sessions

Operations SupervisorBoeing Aircraft

(747 & 767)

• “ Recognition is the biggest motivator there is.”

Thomas Sergiovanni’s Research1966

“Teachers obtain their greatest satisfaction from reaching and affecting students, followed by their experiencing recognition for a job well done.”

Voltaire

“Appreciation is a wonderful thing; it makes what is excellent in others belong to us as well.”

Mark Twain

“I can live for two months on one good complement.”

Arnold Glasow

“Praise does wonders for our sense of hearing.”

Woodland Trails

Anonymous

• “Be kind. Everyone is carrying a heavy burden.”

To consider . . .

. . .the incredible power each one of us has to make a significant difference in the lives of

others.

There is Opportunity in Every Difficulty

Goals I Have Had For My Staff

• Help them be the best they can be.• Support their personal relationships.• Encourage taking risks• Help them achieve financial

independence.

Ken MacFarland

• “We have the opportunity to put light in people’s faces.”

Educators

• teachers• parents• bus drivers• custodians• cooks• secretaries• educational assistants

• administrators• support staff• volunteers• school board members• therapists• nurses • counselors• psychologists

Not every cloud has a silver lining. . . some are made of gold!

A Question

How do we create high performance organizations dedicated to continuous improvement that utilize the talents and skills of all of their people?

The Starting Point

• With what we know about . . .– Work motivation– Job satisfaction– Morale– Recognition– Praise– Intrinsic, extrinsic, and ancillary rewards– Our unique needs and those of our people

We can do it in one of three ways:

• 1. As a solo act• 2. As a member of a task force• 3. As part of a system-wide initiative

1. Solo Act

We do it by increasing our own awareness of the talents, skills, abilities, and needs of the people we work with and by actively seeking, as an individual, to catch them in the act of doing things right.

2. Task Force Effort

We can do it by being part of a small group of people within our organization who have a passion for affirming the work of others and celebrating their contributions to achieving our mission and goals.

3. System-wide Initiative

We can do it by setting exciting organizational goals, working together to accomplish them, and celebrating contributions and accomplishments with public and private recognition.

Let your spirit soar . . .every day!

Make Recognition an IntegralPart of Your Strategic Plan

Michael LeBoeuf, Ph.D.Getting Results

• “You get more of the behavior you reward. You don’t get what you hope for, ask for, wish for, or beg for. You get what you reward. Come what may, you can count on people and creatures to do the things that they believe will benefit them most.”

Analysis - Need for Praise

• Study - 800 teachers (Blaise and Kirby, 1992)– “Of all of the strategies used to influence

teachers’ work, praise was the most frequently reported, and was received as one of the most effective by teachers in the study we conducted.”

Analysis of 800 Educators’Suggestions On Praise

• 1. praise sincerely• 2. maximize nonverbal communication• 3. schedule time for recognition• 4. personal notes• 5. tell others about your people• 6. praise briefly• 7. target praise to work

You are unique and special.The one and only you . . . that ever

was . . . and ever will be.

Maximizing Award Presentation

• setting• group greeting• who are we?• why here?• why selected• speak first to contributions• what award?

• then name the recipient• in memory• read poem• present pin/award• shake hands• response• thank group

Suggestions

• 1. set exciting goals• 2. teach people to evaluate their work with standards• 3. visibly recognize efforts and accomplishments• 4. recognize individual contributions• 5. recognize group contributions• 6. celebrate accomplishments • 7. praise people often• 8. each person needs to know they make a difference• 9. put light in peoples’ faces• 10. be in the business of enhancing lives

Bob Nelson

• “We have enough employees of the month. We need employees of the moment”

Research - Nelson 2001

• Reasons given by high-use recognition managers for praising people:– 1. I have the skills and confidence to do so– 2. It’s easier to get the work done– 3. It helps employees be more productive– 4. It helps managers achieve their job goals– 5. They enjoy giving recognition– 6. Giving recognition makes them feel like they are being

a good manager– 7. The organization has provided the necessary tools

The Critical Role of the Administrator

• Setting the example• Taking the time• Making it a personal priority• Giving away the credit• Affirming staff• Listening without being defensive• Knowing the art and science of recognition• Putting the knowledge into practice

Recognition Materials SuppliersRecognition Materials Suppliers

Baudville The Masterteacher Successories Brown and Company Bale and Company Positive Promotions The Gallery Collection

My Favorite StrategiesMy Favorite StrategiesStaff interviewsThank you cardsBirthday, Thanksgiving, Christmas cardsPins, Certificates, Momentos, Journals Excellence in Performance AwardsMeeting the Exceptional Challenge AwardYears of Service PinsRetirement AwardsStories about our people in local paper

Award Ideas

Wishing Stones

Staff Interviews

The Power of “Thank You”

Cards

Birthdays

Retirement Award

Years of Service Pins

Journals of Excellence

Walls of Fame

Dedicated Benches

150 + Benches in the City

Excellence Pins

Meeting the Exceptional Challenge

Keys to the City

The Golden Bridge Builder Pin

Excellence Cerificates

Recognition Weeks• September - Student Appreciation Week• October - Transportation – National School Bus Safety Week• November - Librarians - National Children’s Book Week• December – School Board Appreciation • January – Heath Personnel – National School Nurse Day• February – Counselors – National School Counseling Week• March – Classified Support Staff – National Employee Appreciation Day• April – Secretaries/Office Workers – Professional Secretaries Week• May – Teacher Appreciation Week – National Educational Bosses Week• June – Volunteer Appreciation • July -• August -

Name Plates for Meetings

Leading With Soul . . . An Uncommon Journey of the Spirit

by Lee Bolman and Terry Deal

“When the spirit is right . . . gift giving transforms a place of work . . . into a way of life.”

Inspirational Gifts

Volunteer Appreciation

Tell Stories About Your People

Implementation

• “Most people know more about organization than their garage would indicate.”

Bob MowadUnited Learning Institute

Implementation

• “What are you going to do in the next few days and weeks to improve your organization and catch people doing things right?”

Jim Rohn

• Four keys to success in whatever you do: 1. Know your business2. Be willing to take risks3. Stay a while4. Care a lot

Nichols’ Brothers Boats

Affirmations and self talk statements I have found helpful

for dealing with today’s professional realities.

Satisfying Work Done Joyfully

I treat everyone I meet with consideration and respect.

Assume good intentions.

Tough times never last. Tough people do.

I seek first to understand. . . then to be understood.

I do first things first . . .one thing at a time . . .

. . . and some things can wait.

It’s not what happens to me, but how I handle it, that determines my

emotional well being.

I rejoice in my mistakes . . . and my expanded awareness.

That’s not like me. . . Next time I will do that differently.

I always do the best my awareness permits and I am ever growing in

wisdom and love.

The joy is in the adventure and

the journey. . .as well as in arriving at the

destination.

Summary

• Concepts of Human Effectiveness• Building High Quality Organizations• Specific Strategies for Acknowledging People• Dealing with Today’s Professional Demands

Is your organization bringingout the best in your people?

ERNN Legislative Conference

February 28, 2015Red Lion Inn

Olympia, Washington

Fred McCarthy, Ed.D.Mayor, City of Langley, WA

mayor@langleywa.org(pictures by Ron Roesler, Langley, WA)