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Brian Mohr, Co-Founder & VP of Growth, Y Scouts Evolution of Management - The way we hire and manage employees has evolved over the centuries. Historically (industrial revolution, scientific management) people were hired and supervised to perform specifically-designed tasks, with a great focus on optimizing productivity. We still see the effects of those roots today. Later, the bureaucracy developed, and behavioral management emerged between the 1920s to 1950s to focus more on the real needs of employees. In recent decades we've seen much emphasis on management science (six sigma, lean) ad its main focus remained often on process or productivity rather than on people. State of our Workplace Today - Despite contemporary thought leaders (like Peter Drucker, or the emergence of Servant Leadership), today's workplace still produces much unproductive stress, eliminates much creativity and inspiration, and is characterized by high levels of disengagement. This in turn leaves significant opportunities for productivity, growth, and profitability on the table. Research on Purpose – One of the key pieces we believe is missing is “purpose”. In Daniel Pink’s research on what really motivates people, he finds that purpose is one of the three main drivers. In Gallup’s research into why people follow, “hope” is one of the main factors. Dr. Seligman’s research in the area of positive psychology shows that having a sense of purpose is a key route to high well-being. Purpose is good for people, but for business as well. A range of studies has demonstrated the far-superior results that purpose-driven companies obtain over their money-driven counterparts. Implications for You – For most companies this means there is a need t0 discover what their purpose is, to communicate, Y Scouts is proposing three main implications. First, what is your purpose? What are you most passionate about, and what are you doing to pursue that? Second, how can you help others find and pursue that? Second, how can you help others find and pursue their purpose? You have great influence over your existing employees (casting them in the right roles) as well as your new hires (interviewing them for fit and purpose). And thirdly, how can you develop and focus your managers and employees on their strengths? To allow purpose to thrive, managers will need to respect the employee for who he/she is and focus on bringing the best out in them. What We Do – How Y Scouts can help Q&A
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What’s Your WHY?
What’s Your Why?
• Evolution of Management
• State of Our Workplace Today
• The Y Scouts Experiment
• Research on Purpose – Why it Matters
• Implications for You and Your Business
Evolution of Management
1760 – 1840’s
Industrial Revolution
Early 1900’s
Scientific Management
Bureaucratic & AdministrativeManagement
1920’s
Human Relations Management
1940’s
Operations Management& Management Science
1980’s
Modern ManagementPresent Day
Where Are We Now?
• 9/11 highlighted the fragility of life
• The 2008 economic crash shattered our sense of stability, and questioned the integrity of capitalism and corporate America
• Technology & the internet have changed our world forever
• Research on the quality of our work environment shows there is much room for improvement
• Gallup Q12 Survey Results– Engaged = 29%– Disengaged = 52%– Actively Disengaged = 19%
• Actively disengaged employees cost the American economy up to $355 billion per year in lost productivity (Gallup Business Journal)
• 60% of workers would change careers if they could do it over again (Yahoo! & Parade Magazine)
Engagement By Numbers
Se-ries1
-100
-80
-60
-40
-20
0
20
40
60
80
100
-79.5
-45.6
-29.9-18.1
-8.7
0.08.7
18.129.1
44.1
78.7
Engagement Percentile
Ave
rag
e %
Gai
n/L
oss
in P
rofi
tab
ility
1st P
erce
ntile
10th
20th
30th
40th
99th P
erce
ntile
60th
70th
80th
90th
50th
Source: Gallup Meta-AnalysisCopyright © 2005 The Gallup Organization, Princeton, NJ. All rights reserved
Engagement Drives Profitability
What Neuroscience Teaches Us
• Job Pressure is the # 1 cause of stress in the US (2012 study, American Psychological Association)
• Chronic stress shrinks the brain’s functions that enable human beings to be goal directed, creative, and to sustain high levels of performance (Don Joseph Goewey)
• Only 10% of people do their best thinking at work (David Rock, Your Brain at Work, study of 6,000 workers)
So What’s Missing?
The Y Scouts Experiment
Meet Kristin
Why did Kristin join the Y Scouts Talent Community?I have decided to join the Y Scouts Talent Community because you understand that the best people don't check their passion at the door to the workplace; their passion is part of their work and infuses all that they do. I am one of those people who loves being part of a team that brings innovative, holistic and empowering solutions to market. So as I look towards the next step in my career, I want to harness that passion to create value for the company and those they serve.
Why is Kristin a great candidate?A company would want me on their team because I bring passion, dedication and innovative solutions to drive positive bottom-line results that consistently exceed expectations.
Why does Kristin work?In all that I do - both personally and professionally - I work to make the world a better place to live and give people the tools to empower their own lives.
Meet Francesca
Why did Francesca join the Y Scouts talent community?The Y Scouts approach is ideal for me and many I know, because it focuses on the right things that I believe will make placement successful. I can add so much value if my passion and purpose are engaged in my work. I cannot stand a show-up-from-9-to-5 kind of job. I want to be inspired to go above and beyond every day that I work. To find the "hidden" value most people wouldn't look to find.
Why is Francesca a great candidate?I am highly purpose-driven, and that energizes me to constantly go above and beyond to get results. I see opportunity everywhere and love getting clever and creative to build collaborations that drive value. I love working in teams and supporting others. Challenges do not daunt me-- I am inspired to find solutions. I bring expertise in marketing, strategic planning, relationships, team management, technology, corporate social responsibility, and community engagement. If an organization is looking for solid strategies, detailed planning, team cohesion, fresh ideas, well-communicated value, relationships and referrals, and of course building business value through social value, I can significantly contribute to those goals.
Why does Francesca work?To build business value through social value
Meet Roy
Why did Roy join the Y Scouts talent community?You are different. Your platform makes sense, your objectives are clear. That being said, I am seeking my "Y" and throughout my search I've seen various forms of recruitment and job search sources but yours is different. I feel the Y Scouts Talent Community looks like it could be a tremendous resource in helping me find the unique, purposeful fit I seek. I am absolutely looking for that intersection of passion, purpose and work. When I heard about Y Scouts from a colleague I was immediately interested in learning more. Here I am...
Why is Roy a great candidate?Well, I'm different. Not your ordinary, run-of-the-mill business development, communications or marketing executive or business manager. I've experienced diverse industries, companies and organizations, from consumer to security, from business to political. I'm entrepreneurial, mission-oriented and bring a versatile skill set that includes strategic, creative and collaborative abilities. I enjoy a challenge and love rolling up the sleeves, leading or being a part of a team. I want to make a meaningful contribution by engaging my skill set, experience and vision within an organization that in and of itself is making a contribution towards....something. Bettering humanity? Securing our communities? Developing leadership? Helping others succeed? It could be a number of missions (business or non-profit) that inspire me to engage and dedicate. I think possessing the desire to contribute towards a mission is a primary reason an organization would want me on their team. Most critically, I will bring a dedicated effort and passion to the given mission. Loyalty to the organization, team and the mission.
Why does Roy work?Originally it was to earn a million dollars but now it's to create impact, make a difference and to help others in any number of ways..
Drive, Daniel Pink, 2011
The Truth About Motivation
Pathways to Well-Being
Pleasure
Engagement
Meaning
Pursuit of pleasure, engagement, and meaning: Relationships to subjective and objective measures of well-being, Stephen Schueller & Martin Seligman, 2009
Goodmans Interior Structures
Why People Follow
Stability
Trust
Compassion
Hope
Strengths-Based Leadership, Tom Rath & Barry Conchie (Gallup), 2009
Built To Last, Jim Collins and Jerry Porras, 1994
Built to Last
In their study about what makes truly exceptional companies different from other companies, Collins & Porras found Built-to-Last companies to have an
extraordinary sense of purpose
Those companies also outperformed their comparison
companies six times in cummulative stock returns
Core Ideology• Core values• Core purpose
Envisioned Future• 10-to-30-year BHAG• Vivid description
Culture Drives Performance
In a study among 207 U.S. companies in 22 different industries over an 11-year period, companies that balanced their stakeholders and managed their cultures well (versus those that did not):
• Grew revenues 4 x faster by 682% (versus 166%)• Increased net income by 756% (versus 1%)• Grew stock prices 7 x faster by 901% (versus 74%)• Created jobs 7 x faster
Corporate Culture and Performance, John Kotter and James Heskett, 2011
“Long-term profits are maximized by not making them the primary goal.”
John Mackey, founder and CEO, Whole Foods
Consumers Want A Better World
• 83% of consumers are willing to change their consumption habits if it can help make tomorrow’s world a better place to live
• 61% have bought a brand that supports a good cause even if it was not the cheapest brand
• 65% of people have more trust in a brand that is ethically and socially responsible
• 67% would switch brands if a different brand of similar quality supported a good cause
• These beliefs are particularly strong among mothers and millennials (2010 Cone Cause Evolution Study)
Edelman “Goodpurpose” survey of n=6,000 consumers 16-64 yrs of age across 10 countries, 2009
Speaking of Millennials…..
Purpose Matters. Now What?
Implications for You and Your Business
1. What’s Your Why?
2. How can you help others find and pursue their purpose?– Your employees– Your new hires
3. How can you develop and focus your managers and employees on their strengths?
Building Your Foundation on Purpose
Purpose Discovery
PromiseMaking
Alignment of Strengths(Mngt & Employee Development)
Phase IDISCOVERING
Phase IIPROMISING
Phase IIILIVING
Alignment of Practices(Hiring, Evals, Rewards, …)
New Hires
Recruiting on Purpose
1. Advertise opportunities by starting with Purpose (Share Your Why)
2. Leave room in your job ads for candidates to engage – let them ‘own’ the role
3. Leverage scientific assessment tools to help define success
“Life is never made unbearable by circumstances, but only by a lack of purpose or meaning.”
Dr. Viktor Frankl
Max Hansen– [email protected]– 480-374-7103 direct– @maxhansen44
Brian Mohr– [email protected]– 480-374-7104 direct– @brianmohr
