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BECOME A DISCRETIONARY EFFORT LEADER
BECOME A DISCRETIONARY EFFORT LEADER
Program by Karla BrandauCSP, RCC, CF
CEOWorkplace Power Institute
According to Gallup …
75%of the reasons people
quit come down to their managers.
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Statistics show that about 75% of your
workforce is disengaged at some
time during the day/week. www.earnthegift.com
How do you spot a disengaged
worker?
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Possible signs…• Complaining• Excuses• Lies• Gossip• Tries not to work
with others• Lack of enthusiasm• Doesn’t help others
• Know-It-All• No initiative• Distracted• Irresponsible• Doesn’t ask
questions• Not interested in
professional development
What causes disengagement?
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Possible culprits… • Feeling
unappreciated• Real or imagined
unfair treatment• Feeling your work
does not matter• Constantly being
asked to work overtime with no reward
• Disorganization
• Lack of planning• Not being socially
accepted• Feeling unsafe at
work• Constant criticism• Lack of teamwork• Being disrespected• Lack of
communication
Disengagement started over a century ago…
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Frederic W. TaylorSystematizing Shop Management and
Manufacturing Costs a Specialty.
1880s, 1890s & 1900s Work
Environment of Taylorism
1856-1915Lead developer of
scientific management
Gulf between employees and management
• Employees should be scientifically selected, trained and developed
• Management should provide detailed instructions and concentrated supervision
• Managers plan - employees do
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Maslow’s Hierarchy
of Needs
From Abraham Maslow’s 1943 paper: A Theory
of Human Motivation
PhysiologicalPhysiological
EsteemEsteem
Love Love
Self‐ActualizationSelf‐Actualization
Safety Safety
20th Century Extrinsic Motivation: MONEY and THINGS
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Extrinsic Motivation
Badges Trophies Gold stars Points Rewards Incentive
programs Gold watch
Competition Fear of failure Fear of punishment Fear of being fired
Is OUTSIDE the individual.
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Do you believe these stats?
OF EMPLOYEES SAY THEYWOULD WORK HARDER IF
THEY WERE BETTERRECOGNIZED
ARE NOT SATISFIED WITHTHE LEVEL OF
RECOGNITION THEYRECEIVE
OF EMPLOYEES SAY THEYWOULD LEAVE THEIRCURRENT JOB FOR A
COMPANY THAT CLEARLYRECOGNIZED EMPLOYEES
FOR THEIR EFFORTS.
Autonomy to produce work
Belonging to a group
Learning new skills
Mastery of concepts or processes
Meaningful work
Interest in projects
Love of work
21st century motivation is intrinsic.
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Extra Mile and
Discretionary Effort
Employees who give you discretionary effort:
• Give commitment, not mere compliance
• Align with departmental objectives
• Have insightful observations
• Submit careful analyses• Give you mindshare and intellectual energy
• Innovate with creativity• Work with a producers’ mindset
• Seek to give exceptional customer service
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How To Earn The Gift of
Discretionary Effort
Teaches managers how to become the leader people CHOOSE to follow, not HAVE to
follow because of their place on the
organizational chart.
Wish you were a puppet master?
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Discretionary Effort is the difference between what an employee does to get a paycheck and what the employee is
capable of contributing.
You cannot legislate or demand
discretionary effort. WHY?
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Because discretionary effort is a
conscious, free will choice employees make on a daily basis.
Every employee has amazing gifts.
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Steve Pearce played for every American League East Team
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Following the principles in this book give you the leadership edge and keep employees from jumping ship.
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Real Integrity is doing the right thing, knowing that nobody’s going to know
whether you did it or not. ~ Oprah Winfrey
“Validate what is right and correct what is
wrong.”
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Gratitude is not only the greatest of virtues, but the parent of all others.
~ Cicero
Gratitude
Application: The hardest arithmetic to master is that which enables us to count our blessings.~ Eric Hoffer
Application: Reflect on your present blessings –of which every man has many – not on your past misfortunes, of which all men have some.~ Charles Dickens
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Gratitude Can Revolutionize Your Leadership Success
• Gives you perspective• Creates resilience• Prevents negative
emotions• Establishes trust and
respect
Saying “Thank You” fills life with
good vibrations.
Gracias GRACIAS Gracias
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Make Gratitude Linger Longer
• Write a thank you note, email or text
• Give acknowledgement in a meeting or newsletter
• Mention to upper management
• Give them credit for their ideas
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Safety and Security
Team members can:
● Acknowledge fallibility
● Admit errors
● Be accountable
● Discuss a way forward
● Operate in a climate of openness
● Believe in interdependence
Harvard Business School Professor
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Safety in Conversations
Surface the truth
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Social Acceptance
The Four Basic Personality Groups
Assertive Achiever
Dominant, Powerful and
Productive
Assertive Achiever
Dominant, Powerful and
Productive
Producers
D Enthusiastic Energizer
Social, Expressive and Fun-loving
Promoters
I
Moderate Mediator
Steady, Peaceful and Cooperative
Peacekeepers
STenacious Thinker
Contributing, Connected and
Organized
Tenacious Thinker
Contributing, Connected and
Organized
Planners
C
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Rational Alignment
●Clarify goals and objectives
●Connect the present to a successful future
●Clarify misunderstandings
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Vision, Values, Mission Statements Goals and Objectives
Daily Productivity
Manager and Employee Check Mid‐points
Employee Integrates Objectives Personal Planning
Departmental Long‐Term Goals and Objectives
Personal Vision, Values and Mission Statements, Goals and Objectives
Daily Productivity
Tactical: Put goal steps on to-do list
Strategic: Break goals into specific steps
Strategic: Write Long Term Goal Statements and Objectives
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Time For Results Rational Alignment:
Using Microsoft Outlook Tasks and the Calendar to Organize Team Work Flow
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Emotional Commitment
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EmotionalCommitment
Just being “engaged” in completing tasks in an organization may not translate into emotional commitment to the organization.
Stages of Emotional Commitment:
1. Potential2. Honeymoon3. Reality4. Disconnecting5. Disengagement6. Harmony7. Optimization
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• Has an ethical core
• Is objective and fair-minded
• Leads with vision
• Abandons hidden agendas
• Refuses to play games
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Bill GeorgeHarvard Business School
AuthenticityOrganizations filled with aligned, empowered teams and collaborative employees focused on serving customers will outperform hierarchical, top‐down organizations every time. Top‐down leaders may achieve near‐term results, but only authentic leaders can galvanize the organization to sustain long‐term performance.”
The Authentic Leader
• Is self-aware – understands emotional intelligence• Has values• Plays to the strengths of individuals• Abandons hidden agendas and refuses to play games• Is objective and fair-minded: listens • Has an ethical core • Leads with vision
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AuthenticityReleases the
renewable energy and discretionary effort of employees … and helps employees avoid burnout.
Session 2 –The Charismatic
Leader implements
Discretionary Effort Initiatives
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People join companies but leave managers.
What d’yahmean? The grass isn’t greener over there?
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Leaders – Born or Made?
“Leaders aren't born, they are made. And they are made just like anything else, through hard work. And that's the price we'll have to pay to achieve that goal, or any goal.”
~ Vincent Lombardi
It does not make sense to hire smart people and then tell them what to do. We hire smart people to make them tell us what to do.
You want to be run by ideas, not hierarchy.
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You are “the ONE” that can
intrinsically motivate
employees.
I have everything I need
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I accept what is at the present moment and move forward
Charisma!What is it?How do you get it?
HINT: It is NOT about the qualities of a snake oil salesman!
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Ancient Greek: χαρίζομαι
• (Christianity) An extraordinary power granted by the Holy Spirt
• Personal charm or magnetism
• The ability to influence without the use of logic
Why is it important to discretionary effort leadership?
REAL … “Charisma is the intangible that makes people want to follow you, to be around you, to be influenced by you.”~ Roger Dawson
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���� ���������������������������������������������� ����������� ���
���� ��������
Charisma is the result of excellent
communication and interpersonal skills. These skills
can be learned and developed.Once learned,
they follow you up the ladder of
success.
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The charismatic person uses their skills to get people on their side, perhaps from a professional, ideological
or social point of view.
For these reasons charisma is linked to leadership skills.
My Body Mirrors My Mind
Your body does not lie!
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Act Confident and Charismatic! Adjust the mental picture if necessary.
RossBrandau Discretionary Effort Leadership Model
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Charismatic Characteristics: Building Rapport
Vision
Emotional Affinity
Authenticity
Respect
Safety
Inclusive
Confidence
Optimism
Empathy
EnvironmentYou Create
What you project!
Charismatic Characteristics: Building Rapport
Respect
Safety
Inclusive
You are building deep-trusting relationships.
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How do you spot a
disillusioned employee?
1. Potential2. Honeymoon3. Reality4. Disconnecting5. Disengagement6. Harmony7. Optimization
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Keep engaging the employee in order to earn discretionary effort.
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How you feel about yourself determines how you treat other people and how you treat other people
determines how they treat you.
Every employee has amazing gifts.
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Meaning of “Gift” • You have natural character gifts and talents• When you share these gifts with colleagues
and with your company, you are giving a gift to them.
Assessments reveal your talents and gifts which gives you increased confidence in your daily
assignments.
Meaning of “Gift”
• When you give discretionary effort as you help an employee, it is a gift to them.
• When an employee gives you discretionary effort, it is a gift to you and to your company.
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Behavioral Style is:
Neither right or wrong
Not about I.Q.
About being emotionally healthy
or unhealthy
An interpretation of life
A pattern for behavior
About priorities and preferences
About discovery of INNATE TALENTS or GIFTS
D Dominance, the need for control and challenging activities.
I Influencing, the need to interact or persuade to their point of view.
S Steadiness, the need for security and stability.
C Compliance to high standards, the need for accuracy and cautiousness.
Additional Information about identifying characteristics
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The Four BasicPersonality Groups
D - Producers I - Promoters
S - PeacekeepersC - Planners
Extroverted:Tells and Initiates
Introverted:Asks and Responds
The Four BasicPersonality Groups
D - Producers I - Promoters
S - PeacekeepersC - Planners
Task Oriented: Details, Dollars and Deadlines
People Oriented: FamilyFeelings and Fun
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Imagine gifts stacked all around your office.
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Assessments: DISC and Driving Forces
Red Charisma: Vision, Decision-makingYellow Charisma: Verbal Skills & OptimismGreen Charisma: Stability, Support, GroupBlue Charisma: Facts, Figures, & Integrity
Su
mm
ary
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How will you do it?
The Four Basic Personality Groups
Assertive Achiever
Dominant, Powerful and
Productive
Assertive Achiever
Dominant, Powerful and
Productive
Producers
D Enthusiastic Energizer
Social, Expressive and Fun-loving
Promoters
I
Moderate Mediator
Steady, Peaceful and Cooperative
Peacekeepers
STenacious Thinker
Contributing, Connected and
Organized
Tenacious Thinker
Contributing, Connected and
Organized
Planners
C
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These strategies keep the grass watered on your side of the fence.
Managers become the leaders people CHOOSE to follow.
The Multiplier Effect
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BECOME A DISCRETIONARY EFFORT LEADER
BECOME A DISCRETIONARY EFFORT LEADER
Program by Karla BrandauCSP, RCC, CF
CEOWorkplace Power Institute
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Copyright 2019 Karla Brandau |770-923-0883 | www.KarlaBrandau.com | [email protected] 1
Welcome to Get the Edge:
Become a Discretionary Effort Leader
PRESENTED BY
KARLA BRANDAU, CEO WORKPLACE POWER INSTITUTE
770-923-0883 [email protected]
WWW.WORKPLACEPOWER.COM WWW.EARNTHEGIFT.COM
Copyright 2019 Karla Brandau |770-923-0883 | www.KarlaBrandau.com | [email protected] 2
Can Discretionary Effort Leadership Make Your Employees Your Competitive Advantage?
Use this 11 Point Checklist to Decide
Most companies want to be more competitive in the marketplace but few take direct steps in the right
direction to make a difference. The right direction is building a discretionary effort culture. A discretion-
ary effort culture means employees are regularly giving you increased productivity, innovative ideas to
solve daily challenges, and exceptional customer service. Use these 11 items to evaluate the effective-
ness of a discretionary effort leadership program to help your employees become your competitive ad-
vantage.
Check the items that could be improved.
In our organization:
__ Workers can be trusted to do the right thing in difficult circumstances. The work performed has
integrity – it is performed to the highest degree of perfection possible.
__ There is sufficient focus on worker and customer safety and security to ensure a safe workplace.
__ Respect is the basis of manager and employee touch points. Employees are seen as assets, not as lia-
bilities, capable of contributing to the integrity of processes, products and services.
__ We know how to optimize the employee experience with a corresponding boost in productivity.
__ New hires are carefully screened (using assessments) and are provided ample onboarding and training
experiences.
__ Employees are permitted to surface the truth without retaliation. We avoid the politics shuffle.
__ Employees are expected to drive out waste and inefficiencies as we tap into their capabilities.
Our managers:
__ Recognize the strengths and potential limitations of each employee’s personality. They actively work
to put employees on teams and assigned to projects where their strengths can be fully used.
__ Set crystal clear goals and objectives for employees, enabling them to stay on track as their work pro-
gresses on a daily basis.
__ Look for and recognize employee disengagement and the resulting decline in productivity and creativi-
ty offered by the worker.
__ Use professional conversation skills with employees that empower them to solve misunderstandings,
disagreements, differences of opinion and conflict in positive and collaborative ways.
Copyright 2019 Karla Brandau |770-923-0883 | www.KarlaBrandau.com | [email protected] 3
Defining Discretionary Effort
Discretionary effort is the difference in the maximum level of effort an worker is capable of
bringing to an activity or task and the minimum effort required to do the work and get a
paycheck.
Discretionary effort is optional and an intentional freewill choice the employee makes
when they walk in the door every morning.
When employees give discretionary effort, they give you their brains. They give mental
effort in addition to their physical presence and their brawn. They will:
1. Find solutions to irritating problems
2. Provide mental energy and creative ideas
3. Have the ability to do more with less
4. Use their discretionary energy
Describe how you have observed these evidences of discretionary effort in your com-
pany:
Why is discretionary effort THE 21st century engagement strategy?
Why do you have to "earn the gift" of discretionary effort?
Copyright 2019 Karla Brandau |770-923-0883 | www.KarlaBrandau.com | [email protected] 4
Understanding the Power of Discretionary Effort Leadership
Estimate the level of employee disengagement and how much can be added to your bottom line with a Discretionary Effort Leadership program.
ACCESS THE APP: http://earnthegift.com/estimate-engagement-levels/
What economic benefits could you accrue from having a discretionary effort initiative in your company?
Copyright 2019 Karla Brandau |770-923-0883 | www.KarlaBrandau.com | [email protected] 5
At which level does your company excel?
Copyright 2019 Karla Brandau |770-923-0883 | www.KarlaBrandau.com | [email protected] 6
Defining Charismatic Leadership
What does the phrase “Charismatic Leadership” mean to you? List at least three things
that come to your mind when you hear this phrase:
1.
2.
3.
Discuss this with the person sitting next to you. Record the ideas:
The goal of 21st century discretionary effort techniques is to engage the heart and soul
of the worker. Implementing the core discretionary effort principles as described in the
presentation takes your leadership skills and knowledge to new levels of influence.
What are your managerial responsibilities?
What are your leadership opportunities?
Learning Point: Unless you can tap into your own energy and unwrap your gifts of dis-cretionary effort on a daily basis, you cannot legislate, demand, or manage the poten-tial effort your employees have to offer. This involves learning and growing as a leader. In essence, you have to walk it before you can talk it. As giving discretionary effort and energy becomes habitual for you, it provides an example for employees of personal ex-cellence. Conscientious individuals will follow your lead.
Copyright 2019 Karla Brandau |770-923-0883 | www.KarlaBrandau.com | [email protected] 7
A Blue Ocean and A Gold Fish
The goal is to have teams swimming in synchronicity, focusing on the same goal and
collaborating with each other versus merely schoaling or working more in silos.
Describe the behavior of the team(s) you manage. Are they swimming in
synchronicity or schoaling?
Answer these questions:
1- How do team members look out for each other?
2- After understanding the differences between synchronicity and schoaling, how can
you improve the functioning of your team?
3- What can you do to be the enlightened leader people will choose to follow?
4- What do you need to do to truly engage workers?
Copyright 2019 Karla Brandau |770-923-0883 | www.KarlaBrandau.com | [email protected] 8
Charisma, Not Coercion
“When you put together deep knowledge about a subject that intensely matters to you,
charisma happens. You gain courage to share your passion, and when you do that,
folks follow.” ~ Jerry Porras, Success Built to Last
Ultimately charisma is the result of excellent communication and interpersonal skills.
These skills can be learned and developed so increasing your charisma is possible. In-
creasing your charisma and building rapport with your colleagues and the people you
manage increases collaboration, cooperation, and innovation. To get these benefits of
charisma and rapport, you need to tune into other people as if you are tuning into a
radio station.
Charisma can be described in terms of:
• Body language
• Facial expressions
• Focus and concentration
• Enthusiasm
• Confidence
Check Your Confidence Level Natural charisma comes from confidence in your abilities. Check the traits that give you
confidence:
__ I believe in my abilities.
__ I express positive expectations on projects and the future.
__ I am not afraid to tackle new assignments.
__ I can deliver on what I promise.
__ I’m not afraid to make a mistake.
__ I can own and correct my errors.
__ I’m not afraid to speak my mind.
__ I am receptive to feedback from others.
Copyright 2019 Karla Brandau |770-923-0883 | www.KarlaBrandau.com | [email protected] 9
Respect Human Dignity
Read the quotes below and make an application to the work environment:
“Dignity is as essential to human life as water, food, and oxygen.” ~ Laura Hillen-
brand, American author of Unbroken: A World War II Story of Survival, Resilience, and Re-
demption
Application: (Human dignity belongs at the bottom of Maslow’s pyramid with water, food and oxy-
gen. Employees need to feel you respect them.)
“No race can prosper till it learns that there is as much dignity in tilling a field as in
writing a poem.” ~ Booker T. Washington, Black Educator and Political Figure
Application: (No matter what job the employee is performing, it is worthy of dignity.)
“We are not to reflect on the wickedness of men but to look to the image of God in
them, an image which, covering and obliterating their faults, an image which, by its
beauty and dignity, should allure us to love and embrace them.” ~ John Calvin, Institutes
of the Christian Religion, 2 Vols
Application: (Employees will make mistakes, but that is human. Help them correct the mistake and
preserve their human dignity.)
“Politeness [is] a sign of dignity, not subservience.” ~ Theodore Roosevelt, 26th president
of the United States
Application: (Be polite, gracious, and kind and you will be surprised by what happens.)
“Joy is found when you focus your energy on improving human dignity, human capacity
and human values.” ~ Amit Ray, Author, Yoga, The Science of Well-Being
Application: (You will realize self-satisfaction when you help someone else grow professionally.)
Copyright 2019 Karla Brandau |770-923-0883 | www.KarlaBrandau.com | [email protected] 10
Express Gratitude
“Acknowledging the good that you already have in your life is the foundation for all
abundance.” ~ Eckhart Tolle, A New Earth: Awakening to Your Life’s Purpose
Application: (Be thankful for what you have.)
“Most human beings have an almost infinite capacity for taking things for granted.”
~ Aldous Huxley, English Author
Application: (Be grateful for the simple things of life and for your talents and skills.)
“He is a wise man who does not grieve for the things which he has not, but rejoices for
those which he has.” ~ Epictetus, Greek Philosopher
Application: (Don’t always be whining for what you don’t have. Be grateful for what you do have.)
“Cultivate the habit of being grateful for every good thing that comes to you, and to give
thanks continuously. And because all things have contributed to your advancement, you
should include all things in your gratitude.” ~ Ralph Waldo Emerson, American Poet
Application: (Be grateful for the people who have mentored you along the way.)
“We must find time to stop and thank the people who make a difference in our lives.”
~John F. Kennedy, 35th President of the United States
Application: (Thank the employees and colleagues who have made your day better.)
Copyright 2019 Karla Brandau |770-923-0883 | www.KarlaBrandau.com | [email protected] 11
Recognize and Develop Your Gifts
You have innate gifts or talents that were stamped on you at
conception. These gifts or talents are not usually visible just by
looking at you, by reading your accomplishments, or perusing
your resume. These invisible gifts include gifts of character
such as determination, purpose, and resilience. As you recognize your innate talents or
gifts and expand them by gaining knowledge and developing skills, your value to the
organization is enhanced and your personal confidence improves.
What personal character gifts can you develop to make you better at who you are?
What knowledge and skills would you like to
gain that would make your contributions to the
organization even greater?
Innate Gifts
Any recurring pattern of behavior
you can use in a productive way
Knowledge Gained
Material can be studied and
knowledge gained
Skills Acquired
With sufficient practice, a skill can
be learned
Copyright 2019 Karla Brandau |770-923-0883 | www.KarlaBrandau.com | [email protected] 12
Think of the talents of employees wrapped in beautiful boxes sitting around them on
the floor and on their desks. With this analogy, your entire office building would be
filled with impressively wrapped packages waiting to be unwrapped as if it were a birth-
day party.
Think of employees who work for you and fill in the table below:
A citation to a teacher could well read: “She created in her room an atmosphere where
warmth and acceptance weave their magic spell; where growth and learning, the
soaring of the imagination, and the spirit of the young are assured.”
Name of employee Knowledge, skills and
character gifts that make
them good at what they do
What can you do to help
them grow?
Leadership Magic: Recognize and Develop Gifts in others
Copyright 2019 Karla Brandau |770-923-0883 | www.KarlaBrandau.com | [email protected] 13
Discretionary Effort Exercise: Acceptance
I Accept What Is At The Present Moment
And Move Forward
Accepting what is at the present moment is the starting point for change and transfor-
mation. Accepting your strengths and limitations and assessing the reality and truth
about what you do, think, and say leads you to personal change. It is important to under-
stand that looking for the truth in your actions does not mean judging or criticizing your-
self. It means simply accepting things as they are.
For example, if you are a manger and you make a mistake, admit it and look for a solu-
tion. The admission of mistakes allows leaders to correct the situation instead of denying,
hiding and suppressing what happened. This creates a culture of action and solving prob-
lems to move forward.
Saying “Accept what is as it is” repeatedly in your mind allows you to accept the actions
of others and yourself as a beginning point in transformation. In order to get to where
you want to go, you must first accept where you are.
Ask yourself, “Am I accepting things as they are? Can I be the change I want in this organ-
ization. Can I accept other people “as is?” Can we accept what is and then move forward
to transformational change?”
“We do not get to choose how we start out in life. We do not get to choose the day we
are born or the family we are born into, what we are named at birth, what country we
are born in, and we do not get to choose our ancestry. All these things are predetermined
by a higher power. By the time you are old enough to start making decisions for yourself,
a lot of things in your life are already in place. It’s important, therefore, that you focus on
the future, the only thing that you can change.” ~ Idowu Koyenikan, Author,
Wealth for All: Living a Life of Success at the Edge of Your Ability
Copyright 2019 Karla Brandau |770-923-0883 | www.KarlaBrandau.com | [email protected] 14
Discretionary Effort Exercise — Gratitude:
I Have Everything I Need. The next time you face a major challenge, take a moment and rationally
think about everything you have at your disposal that could solve the problem. Taking a
moment for reflection can provide a great sense of self-reliance and gratitude.
The human tendency is to focus on what you don’t have (the negative perspective) in
contrast to being grateful for what you do have (the positive perspective). On a company
level, some rationalize that the reason they are not successful in the marketplace is be-
cause of the things they don’t have—enough staff, time, money, etc.
You take a stand for success as you appreciate the gifts, talents, and treasures you see in
your employees and rationally believe that while you may not have everything you would
ideally like, you have everything you need to get the job done. You recognize a multitude
of resources the organization has, see the potential, and make the organization more self-
reliant, sustainable, and profitable. There many possible types of employee talents, skills,
and gifts you have at your disposal: experience, knowledge, foresight, planning, determi-
nation, and collaboration to name a few.
The question becomes how to place the talents and gifts of employees in the right places
to give you and the organization everything you need to succeed in the marketplace. It is
important to practice thinking: “I am grateful we have everything we need to succeed.”
As you attend meetings and enter into discussions to resolve pressing organizational is-
sues, recognizing that you have everything you need develops the aptitude for gratitude.
Saying this repeatedly allows you to create the extra energy and mental clarity within you
needed to overcome major challenges.
As your determination and optimism to succeed spreads to everyone you touch, the
giving of discretionary effort will increase.
Copyright 2019 Karla Brandau |770-923-0883 | www.KarlaBrandau.com | [email protected] 15
Benefits of Discretionary Effort: The Multiplier Effect
The gift of discretionary effort is released in the organization one act at a time. Every time
a leader acknowledges one small act, the relationship between the employee and the
manager is enhanced. If the acknowledgment is witnessed by other employees, they, too,
seek recognition and begin contributing in their own ways. This is the multiplier effect.
Using the concept of exponential growth, we can set out this hypothetical scenario: One
manager chooses to practice gratitude by acknowledging the discretionary efforts of one
employee, one situation at a time. On day one, the manager takes the time to recognize
one person in one situation. On day two, she not only notices the same person releasing
more discretionary effort by giving a practice improvement suggestion, but she also sees
another employee contributing a little more than expected by helping another employee
with a spreadsheet.
In theory, the second employee observed the first employee giving discretionary effort
and witnessed the gratitude expressed. This second employee follows the first employ-
ee’s example to earn a similar expression of gratitude. We now have twice as much dis-
cretionary effort released into the organization compared to the starting point.
The whole idea of exponentials or compound interest is that when charisma, integrity,
gratitude, and human dignity, is practiced by leaders in the organization, discretionary
effort grows exponentially. Two incidents become four incidents, which become eight
incidents, which become sixteen incidents, and so on.
Commit to the Multiplier Effect
To gain the benefits of the multiplier effect in my company, I commit I will give one compli-ment or one expression of gratitude every day. This can be in person, via email, by tele-phone, or with a written note.
_______________________________________ Signed by Me
