Bridging the Gapbetween people and possibilities

Jim Haudanauthor of The Art of Engagement

The future belongs to those of us who see the possibilities before they become obvious.Trend

Business

“The future ain’t what it used to be.”– Yogi Berra

“You can observe a lot,just by watching.”

– Yogi Berra

Executiontrumps strategy

Senior leaders aren’t clear or alignedon the strategies they create

Managers struggle to interpret the strategies they are being asked to

translate for their people

Individuals are often clueless on how they connect to the

strategies presented to them

What does your

CANYONlook like?

90% of all strategies aren’t well executed.Source: Robert Kaplan

and David Norton

70% of employees do not consider

themselvesactively engaged.

Source: Gallup

Cost to U.S.economy:

$370 billion in lost productivity.

Source: Gallup

Six ways to “make it real”To grow companies and to grow people, you must:

1. Embrace Reality

2. Common Mental Models

3. Own the Whole Before Your Piece

4. “ON the Business” vs. “IN the Business”

5. Make It Personal

6. Get Everyone into the Game

Change and growth can occur naturally if we have an honest assessment of

where we are… and a clear picture

of where we want to go.

Embrace Reality

Unfortunately, most organizations are

not honest or clear as they approach strategy execution.

Embrace Reality

Realism is at the

heart of execution.

Embrace Reality

Truth-telling as a

core competency

Embrace Reality

3 places we tell truth

Embrace Reality

Embrace Reality

The Art of the Watercooler

Embrace Reality

Embrace Reality

Embrace Reality

Wall of Reality

Embrace Reality

Leaders

aren’t clear or alignedon the strategies they create

and the need to shiftto shared meaning.

Common Mental Models

What do you think of when I say the word…

Embrace Reality

Common Mental Models

Our Bears?

Our Polar Bears?

Common Mental Models

The Key Mental Model for Strategic Change

Why – Big Picture, What – Strategy, How – Bring It to Life

Common Mental Models

Give up something before

you get anything back.

Own the Whole Before Your Piece

Own the Whole Before Your Piece

Own the Whole Before Their Piece

Own the Whole Before Their Piece

The commonly reoccurringinsight is that when

ON the business becomes uncomfortable,

leaders flee the discomfort for

IN the business activities that they have mastered.

“On the Business” vs. “In the Business”

“ON the Business” vs. “IN the Business”

75%–25%

“ON the Business” vs. “IN the Business”

Your behaviors become the pace car for

growth and change by being what you expect in others.

Make It Personal

The first story of change and coaching your people to change is a story of empathy…not what you need them to do different

NOW!We have had far too many edicts, proclamations, and declarations that THE trains are leaving the station, people are leaving for the new destination and we have burned the docks so there is no going back…

The threats of “get on board or ELSE” rarely do anything but get people to lie lower, become more tentative, and stay away from boats, trains, and company buses.

Make It Personal

Making It Real for You:• Not fleeing the discomfort but embracing the discomfort

• Hug the indignity

• Celebrate the clumsy

• Dumbass is leading change

• Letting go is not easy – as a matter of fact holding tighter is the most common response

• Remember the beginner’s mindset – change is beginning again

• The early stages of any significant new learning invoke the spirit of the fool…your first few dives are likely to be belly flops and will draw attention from everybody at the pool.

Make It Personal

This includes

giving up the controlthat is all about your old sense of self-worth and value.

Make It Personal

Be the change you expect in others with this exception…

• Go first faster

• Be more vulnerable

• Make it more personal

Make It Personal

Getting Everyone into the Game

Thank you

www.rootsofengagement.com