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The Secret Ingredient to Organizational Transformation
-Webinar-
April 6, 2016
Copyright © 2016
Irv Rubin, Ph.D.CEO, Temenos, Inc.
Matt Stone, J.D.COO, Temenos, Inc.
Copyright © 2016
Webinar Overview
1Perspective on Trends in Organizational Transformation
2 The Secret Ingredient
3Key Technique for Improving Trust and Performance
4The Ultimate Engagement Tool
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Worker Engagement Decreasing
68% of Organizations Considering Major Changes to
Performance Management Process
Global Teams need Site Visits to Collaborate Better
Psychological Safety Most Important Characteristic of
Successful Teams
Trends
1
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Engagement is a quality of a relationship, not a person…
taking place from the inside-out,
not the outside-in.
and…It’s all personal.
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2
The Secret Ingredient
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Connectivity ≠ Connectedness
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It is the key to:
Learning and DevelopmentTrust and Influence
Accountability
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The Secret Ingredient
is
Feedback
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We’ve bastardized this word.
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Source: This is your brain on happy: Machine can read your emotionshttp://www.nbcnews.com/health/mental-health/your-brain-happy-machine-can-read-your-emotions-f6C10381924
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Anonymous 360s
The Cure that Worsens the Illness.
Annual Performance Reviews
A Compliance Task“Whew, glad we could check that box!”
2
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Feedback Organizational Transformation???
“Culture is built through shared learning and mutual experience.”
–Ed Schein, Ph.D.
Feedback Organizational Transformation???
Feedback is the key to developing and sustaining a
shared experience.
4 Keys to Successful Feedback
RegularitySkill
HonestyCompassion
–Dr. Rose N. Franzblau
“Honesty without compassion and understanding is not
honesty, but subtle hostility.”
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We must…
Be aware of feedback receiver’s behavioral needs
Have behavioral flexibility
Have feedback on how we give and receive feedback
3
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3
Key Feedback Technique
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“DAP”Feedback Technique
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[D] The report was due at 2:00 and it’s 3:30.
[A] It’s hard to trust your word when you don’t keep a commitment.
[P] In the future I need you to call me before-the-fact if you need to re-negotiate a change in the schedule.
Describe: The FactsAppreciate: Your Feelings
Prescribe: Your Suggestion/Need
Be Specific D A P
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[D] "My kids are still sick and you’ve bailed me out twice now."
[A] "I really value your support."
[P] "Let me know if you ever need any help from me."
–Edward R. Murrow
“The newest computer can merely compound, at speed, the oldest problem in
relations between human beings, and in the end the communicator will be
confronted with the old problem, of what to say and how to say it.”
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4
The Ultimate Engagement Tool
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4
The Ultimate Engagement Tool
Less Blame. More Understanding & Cooperation.
Easy to Use
Fast
Non-Judgmental
Proven Model
Specific, ActionableBehaviors
“Inviter”
“Invitee”“Please give me feedback.”
Invitee
“Kim”
Desire for More/Less/Same
Five Priority Behaviors
Frequency Perception
Inviter
Inviter’s Survey Limited to His/Her Frequency Perception
For Comparison with Invitee’s Perception
1
See how another person sees you behaving when you are dealing
with them—their impression of you.
The Behavior Minder® Enables you to do three things:
2
Compare this with how you see yourself behaving with this person—your impression of yourself.
3
Identify specific actions to further strengthen the relationship—to extend its
win-win range and potential.
MoreTrust
Mutual UnderstandingInfluence
CollaborationConstructive Conversations
Cooperation
• About Us• Our System• Our Feedback Tool• For Practitioners• Our Leadership• Testimonials• FAQ• Global Affiliates• Blog• Contact Us
1 503.746.8899info@thebehaviorminder.com
www.temenosinc.com
For More Information
1 503.746.8899info@thebehaviorminder.com
www.temenosinc.com
Connect With Us
@TemenosInc
https://www.youtube.com/channel/UCKEk_rZb0SwpVWEdbjCIWcA
https://www.linkedin.com/company/10396536?trk=prof-0-ovw-curr_pos
https://www.facebook.com/temenosinc/
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