I N V E S T • E M P O WE R • T R A N S F O R M

DEVELOPING A HIGH PERFORMING TEAM

MULTI-GENERATIONAL WORKFORCE 5 Generations Working Side-By-Side in 2020

Influencers: Great Depression, WWI

and WWII, GI Bill

Work Ethic: An Obligation

Aspirations: Home Ownership

Communication: Written, Formal

Type of Feedback: No News is Good

News, Take Pride in Job Well

Done

Influencers: Television, Moon

Landing, Watergate,

Vietnam War

Work Ethic: Questions Authority, Self-centered

Aspiration: Job Security

Communication: One-On-One,

Telephone

Type of Feedback: Not Keen on Feedback

Influencers: MTV, Nintendo, PC’s

Work Ethic: A Difficult Challenge

Aspiration: Work/Life Balance,

Independence

Communication: Direct, Email, Text

Type of Feedback: Direct

Influencers: Natural Disasters,

Diversity, Mobile

Technology

Work Ethic: A Means to an End

Aspiration: Freedom and Flexibility

Communication: Text, Social Media

Type of Feedback: Require Lots, Instantaneous

Influencers: Economic Downturn,

Global Warming

Work Ethic: Personal Freedom

Aspiration: Structure and Stability

Communication: Digital Natives, Hand-

Held devices

Type of Feedback: Bite-Sized, Immediate, Real-Time

Adapted From: www.progressiveae.com

GENERATIONS IN THE WORKPLACE

HR ROLES

• Serve as policing arm of leadership

• Perform administrative functions

• Benefits, hiring, discipline, firing

Traditional HR Role

• Strategic Partner

• Employee Advocate

• Change Champion

Transformational HR Role

HR PROFESSIONAL’S ROLE

Company

Organizational

Importance

Operational

Urgency

80% 20%

IF YOU WANT A GREAT TEAM, YOU HAVE TO BRING

OUT THE BEST IN EACH PLAYER!

ASSOCIATE DEVELOPMENT PROCESS

Team Member ‘Life’ Cycle

SEPARATION / PROMOTION

ASSOCIATE DEVELOPMENT PROCESS

HIRING

ORIENTATION

TRAINING

DEVELOPMENT / JOB FULFILLMENT

PERFORMANCE EVALUAITON & COACHING

COACHING PROCESS - WAD

COACHING PROCESS

INFORMAL FORMAL

Reactive Proactive

Unscheduled Scheduled

Suggestive Facilitative-led by Leader/Manager

Undocumented Documented

WELFARE DEVELOPMENT ACCOUNTABILITY

VALUES DRIVEN SOLUTION MODEL

Values Driven Model Creates

Organizational Framework

At The Individual, Team, and Company Level

DECISION MAKING & BEHAVIORAL BOUDARIES

CHANGE MANAGEMENT STRATEGIES

Creating High Performing Teams:

• Values, Vision & Mission

• Road Maps

• Individual, Team & Company

Disciplines

• Execution & Feedback Mechanisms

• Realign & Recalibrate

DYNAMICS OF A SUCCESSFUL TEAM

• A Common Team Goal/Transparency

• Productive Participation and

Accountability

• Communication

• Trust

• Diversity and A Sense of

Belonging/Meaning of work/Creativity

and Risk Taking

• Evaluation

• Change Compatibility

• Participatory Leadership

WHAT IS…

LEADERSHIP Leadership is the art of

motivating a group of people

to act towards achieving a

common goal.

MANAGEMENT

Management is the

organization and coordination of the activities

and tasks of a business in

order to achieve defined

objectives.

Source: www.businessdictionary.com

CORE LEADERSHIP FUNCTIONS/MANAGEMENT OPERATIONS

Dual role

Keys

Core

Leadership

Functions

Management

Operations

Clarity

Communication

Consistency

Caring

4 C’s of

Leadership

People

Productivity

Process

Profit

4 P’s of

Management

Dual Role

Challenge

4 C’S OF LEADERSHIP

Caring

• Trust and caring is

the foundation of

all relationships

• Caring is intuitive &

compassionate

• Caring is coaching

by default

Clarity

• Clarity leads

organizational

health

• Clarity is made up

of:

• Goals

• Priorities

• Expectations

• Short feed-

back loop

Communication

• Communication is

a core leadership

function

• Communicate

authentically-be

honest and

sincere-be real

• Good

communicators

are good listeners

Consistency

• Consistency

creates or breaks

culture

• Project consistent

leadership, values,

vision, mission

• Trust is rooted in

consistency

4 P’S OF MANAGEMENT

People

• People are the

epicenter-you are

only as good as

your weakest link

• The mindset that

people are fixed

assets, tools, and

resources is one of

the biggest barriers

to growth

Process

• The leader

manager is

responsible for

implementing

process

• Align your

processes with the

value/

• vision/mission

Productivity

• Productivity is the

measurement of

efficiency

Profit

• Research shows

that leaders, good

and bad, directly

affect the bottom

line of the

organization

• Few investments

pay off as

handsomely as the

choice to develop

a great leader

within your

organization

“Strength lies in differences, not similarities.” -Stephen R. Covey

Thank You For

Your

Participation!

MARTINE JACKSON LEXARI GROUP, LLC WWW.LEXARIGROUP.COM

Invest Empower Transform

Invest Empower Transform

Professional Services Overview

Consulting

• Values, Vision, Mission Creating & Refinement

• Individual, Team & Organizational

Assessment

• Organizational Development &

Change Management Implementation

• Business, Strategic & Succession

Planning Creation & Facilitation • Hiring & Interviewing Facilitation &

Support

Coaching

• Executives, Entrepreneurs • Leaders, Managers • Emerging Leaders

Training

• Employees Satisfaction & Employee Engagement Survey Administration

• Disc / Change Ready Profile / StrengthsFinder 2.0

• Managing From the Inside Out

Training & Licensing • Assessment Tools & Administration

WWW.LEXARIGROUP.COM

(618) 993-9146