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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)
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