The Value of Getting Sh!t Done

The Value of Getting Sh!t Done

2021 All Ohio Convocation

Who Is This Guy?

Brad Wilson, CMA, CDA, MBADirector, AE Advisory Stambaugh Ness800.745.8233bwilson@stambaughness.com

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STRATEGIC BUSINESS PLANNING

Leading with People

ANTICIPATORY THINKING

Learning

Objectives

Going beyond the Strategic Plan

Set up for success during the planning process

Monitor and measure your progress

Don’t set up your people to fail

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Current ProcessWhat’s Wrong with the

X Goals that are Unrealistically High

Tiny Steps, Daily, Compound Over Time

MINDMAP DIAGRAM

Local Connections Current Projects to Mine Data

Research Organizations

Recent hire is from Dallas –Gather info

Pull DemographicsGeography of the Area

Research Market Trends

Local Competition

Possible New Office Location:

Dallas

Planning with Smaller, Achievable Steps

Lack of Diverse Thinking

PODCAST #396: Turn Confrontation Into Collaboration |

Paul Marciano | LEADx

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YOUR “Glasses” are as Unique as Your Thumbprint 12

GENDER

HALO EFFECT CONFORMITY

CONTRAST EFFECT CONFIRMATION

ATTRIBUTION

AFFINITY

BEAUTY

UnconsciousBias

Attribute others’ success to luck, not skill (like us)

Rely on opinions of others, not our own informed judgement

Look for evidence that backs up our initial impression(s)

Base an opinion of another on physical

attractiveness

Compare and contrasts against others instead of a person’s own

merits

Focus on one primary “good” thing and overlook potential

negative aspects

Make an assumption about skill or ability based on gender

Prefer people who are like us in some

way #1 Error in Conversations

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No Rainmakers Among Next Generation of Firm Leadership

Haven’t Developed Business Literacy in Future Leaders

Inadequately Developed Leadership Bench Strength

No Real Professional DevelopmentOr On-The-Job Learning Opportunities

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Typical Results of Failed ConversationsOr No Conversation

PlanExecuting the

Gen Z

Millennials

Gen X

Baby Boomers

Traditionalists

Current Workforce 2025 Workforce

Changing Demographics

Generation Years Born Current Age Age in 2025

Gen Z 1997 – 20xx <24 <28

Millennials 1981 – 1996 25 – 40 29 – 44

Generation X 1965 – 1980 41 – 56 45 – 60

Baby Boomers 1946 – 1964 57 – 75 61 – 79

Traditionalists 1928 – 1945 76 – 93 80 – 97

Source: Pew Research 21

21%of Millennials

Have Changed Jobs Over the

Past Year

Not feeling a sense of purpose

Company not investing in their professional development

Limited innovation

No work-life balance

Less engaged than other generations

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Challenges of Retaining Millennials

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U.S. Employee Engagement Rises Following Wild 2020 (gallup.com)

How to Improve Employee Engagement in the Workplace - Gallup

PAST FUTURE

My Paycheck My Purpose

My Satisfaction My Development

My Boss My Coaching

My Annual Review My Ongoing Conversations

My Weaknesses My Strengths

My Job My Life

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Team Leaders/Group Leaders + Colleagues + Mentors + Others

Current Process

Offer immediate feedback; provide

flexible work arrangements; extend

opportunities for personal development

Generation X

Get to know them personally; manage by

results; allow flexibility; provide

immediate feedback

Millennials

Offer opportunities to work on multiple

projects concurrently; provide work-life

blend; allow to be self-directed and independent

Gen Z24

S

M

A

R

T

Specific

Measurable

Achievable (Action-Oriented)

Relevant (Realistic)

Time-Bound

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SMARTGoals

CREATING SAFE

SPACE

MUTUAL RESPECT/DIGNITY

BE AUTHENTICBE YOURSELF

NO JUDGEMENT

ZONE

ACTIVELY LISTEN &ASK QUESTIONS

ABSOLUTE CONFIDENTIALITY REQUIREDCreate a Safe

Space

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Face the speaker; maintain eye

contact

Be attentive but relaxed

Keep an open mind, no matter

what is being said

Don’t interrupt or cut off speaker

Ask questions to gain clarity

Summarize what is being said to

confirm understanding

Be empathetic –put yourself in

speaker’s shoes

Give feedback –nods, verbal

confirmation (uh-huh, yes, really?)

Watch speaker’s non-verbals

BEH

AV

IOR

S OF A

CTIVE LISTEN

ERS

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GROUP ACTIVITY 28

CONFORMITYRely on opinions of others, not our own informed judgement

UNCONSCIOUS BIAS

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CONTRAST EFFECTCompare and contrasts against others instead of a person’s own merits

UNCONSCIOUS BIAS

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HALO EFFECTFocus on one primary “good” thing and overlook potential negative aspects

UNCONSCIOUS BIAS

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AFFINITYPrefer people who are like us in some way

UNCONSCIOUS BIAS

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ATTRIBUTIONAttribute others’ success to luck, not skill (like us)

UNCONSCIOUS BIAS

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Creating Safe Space

Psychological or Emotional Safety

Means it’s NOTexpensive to be

yourself

Dr. Timothy R. Clark: The 4 Stages of Psychological Safety34

Creating Safe Space

Psychological Safety

Vulnerability

Rewarded vs. Punished

When vulnerability is punished, social interaction becomes expensive

Dr. Timothy R. Clark: The 4 Stages of Psychological Safety35

When Safety is Low….

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Creating Psychological Safety is a Skill….

It Can be Learned

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Accountability?

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What is Accountability?

Accountability IS…..measuring an action that is to be taken You showed up for the meeting, or you didn’t You completed the assignment, or you didn’t Can only be assigned to 1 person

Accountability is NOT……the same as Responsibility Responsibility is about feeling or believing what you do is important Can be assigned to many

Accountability is so much more than scorekeeping(Key Performance Indicators/KPI’s)

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Why is it so Difficult to Hold Others Accountable?

#1 I’m busy and this is not a priority.

#2 Believe this will be an uncomfortable conversation and I don’t know how to have that conversation

#3 If I question their authority, they may question mine

#4 I don’t believe it’s worth it (I’ve done the math)

#5 My emotions get the best of me, easier to avoid OR my emotions get the best of me and I attack (silence vs. violence)

#6 I want to be a “nice person”, so I will let it slide

#7 Other…..

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S

M

A

R

T

Specific

Measurable

Achievable (Action-Oriented)

Relevant (Realistic)

Time-Bound

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Create Measurable Goals

LinkingAccountabilityandPsychological Safety P

sych

olog

ical

Saf

ety

Low

High

HighAccountability(& Motivation)

Apathetic

ComfortableLearning and

High-Performance

Anxious

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WALK/BREATHE ROOT CAUSE -MOTIVATION orABILITY?

CREATE SAFE SPACE + ASK QUESTIONS

AVOID BLAME/SHAME

MAINTAINDIGNITY/RESPECT

Top 5

Accountability Tools

ACCOUNTABILITY TOOLS

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Brad Wilson, CMA, CDA, MBA bwilson@stambaughness.com

800.745.8233

linkedin.com/in/BradWilsonAE/