Dr. Fred M. Mills

Creating Peak Performance in

Your Organization

F. M. Mills, Inc.

“Winners to Champions”

Transportation Conference

(209) 954-9528 Office (209) 954-0188 FAX (209) 608-0946 Cell FMMILLSCO@aol.com

People don’t mind change, as much as being changed.

All lasting and meaningful change starts on the inside and works it’s way out.

Change is a personal decision

and requires accountability.

F. M. Mills, Inc.

F. M. Mills, Inc.

FOCUSED IN THE MOMENT CONCENTRATION ATTENTION

CONFIDENCE BELIEFPROACTIVE

CALM & IN CONTROL

POSITIVE ENERGY

Vision

Mission

Goals

RolesCore Competencies

Systems

Mind Set

Climate

F. M. Mills, Inc.

Team Result

s

Accountable

Commitment

Healthy Conflict

Open Communications

Trust

F. M. Mills, Inc.

Team Climate

AWARENESAWARENESSS

The clarity with which we perceive

and understand everything that affects our lives.

F. M. Mills, Inc.

RReticular eticular AActivatinctivatin

g g SSystemystem

F. M. Mills, Inc.

A filtering device that allows only personally

profitable information to register (pay value) or

information that poses a threat (fear).

Scotoma

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“A sensory locking out of the

environment caused by conditioning.”

RED/BLUE

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CHAIR

ROSE

Lock On/Lock OutLock On/Lock OutLO/LO

We can only consciously see or believe one thing at a time. We develop an attachment to that

which we are first exposed.

F. M. Mills, Inc.

Cognitive Cognitive Dissonance Dissonance

TheoryTheory

We cannot have two conflicting beliefs at one time without

causing disharmony.

We gather information to support our dominant beliefs.

F. M. Mills, Inc.

The mind is like a

parachute…

it only works

when it is open!

F. M. Mills, Inc.

How We ThinkHow We ThinkThe Thought ProcessThe Thought Process

Lock-on

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AWARENESS

EFFECTIVENESS

CREATIVE CREATIVE SUB-CONSCIOUSSUB-CONSCIOUS

CONSCIOUSCONSCIOUS

SUB-CONSCIOUSSUB-CONSCIOUS

1. Perception4. Decision &

Action

2. Association3. Evaluation

Makes me act like me!

Leadership is communicating to people they’re

worth and potential so clearly that they

come to see it in themselves.

F. M. Mills, Inc.

From the eighth Habit

Leadership Competency

Management of Attention Focused direction Vision, mission, values, goals

Management of Meaning Clearly and consistently communicate

the vision. Align people with the vision.

Management of Trust The main determinant of trust is

reliability. Trust requires interaction.

Management of Self Knowing one’s skills and deploying

them effectively.

F. M. Mills, Inc.

Servant Leadership

Create the Vision• Without vision there is nothing to motivate

people beyond self interest.

Communicate the Vision• Communication without understanding is

fruitless.• Understanding without communication is futile.• Communication comes in both words and deeds.

Support Others• Ways to support: tasks, caring, recognition, live

the vision/mission/values.• Our ability to support others is a reflection of

how we feel about ourselves.• Supporting others means letting go------

Empowerment.

Monitor, Change, Evaluate• People • Plans• Process

F. M. Mills, Inc.

Bringing Together Voice and Touch

Evidence of Effective Evidence of Effective LeadershipLeadership

People Feel Significant

People feel they make a difference

F. M. Mills, Inc.

Learning and Competence Matters

People value learning and mastery

People Are a Part of a Community

Where there is leadership, there is a team, a family, a unity.

Work is Meaningful

Leadership is pulling, rather than pushing people toward vision, mission, and goals. Leaders articulate and embody the ideals toward which the organization thrives.

•Strategy•Marketing•Finance•Technology

•Minimal Politics•Minimal Confusion•High Morale•High Productivity•Low Turnover

•Build Cohesive Teams•Create Organizational Clarity•Over Communicate Clarity•Develop Human Systems

F. M. Mills, Inc.

Be SmartBe Healthy

Healthy Organizations

Why Conflict?

PerceptionValuesAttitudes and HabitsStress and TensionSelf EsteemChangeFear

Negative Imaging

F. M. Mills, Inc.

Assume

F. M. Mills, Inc.

On a cold January day, a 43 year old man was sworn in as chief executive of his country. By his side stood his predecessor, a famous general who 15 years previously had commanded his country’s armed forces in a way which resulted in a total defeat of the German nation. The young man was brought up in the Roman Catholic faith. After the ceremony there was a five hour parade in his honor, and he stayed up until 3:00 a.m. celebrating.

Let me test your ability to discern if you know all the facts by recording this account.

Pay Values of Conflict

F. M. Mills, Inc.

Excite to action. Lead to acquisition of new

information. Serve to increase group

cohesiveness. Allows individuals/groups to

measure their strength/ power.

Demonstrate what is really cared about.

F. M. Mills, Inc.

Conflict

Conflict is Negative:

•When people begin to feel defeated.

•When a climate of distrust and suspicion develops.

•When resistance rather than cooperation becomes the norm.

•When people begin to react defensively.

Types of Conflict

Self vs. Self When we hold two personal values at

an equal priority in our value system.

Self vs. OtherWhen we hold a personal value at

an equal priority with someone else’s value system.

Self vs. OrganizationWhen we hold our values at equal

priority with those of a group, organization, or society.

F. M. Mills, Inc.

Disruption of Shared Expectations

Pinch

Choice Point

Stability and Confidence

Role Clarity and Commitment

Gathering Data and Clarifying

Expectations

ambiguity uneasiness

anxiety, resentment blaming & guilt

Crunch

Choice Point

planned reconciliation

premature reconciliation

resentful termination

reconciliation under duress

termination AFTER

reconciliation

“The Pinch Theory”A Model for Role

Clarification and Negotiation

F. M. Mills, Inc.J.J. Sherwood & J.J. Scherer

F. M. Mills, Inc.

Comforter

Clarifier

Confronter

Conflict Management

F. M. Mills, Inc.

SummarizeAcknowledge Others

Feelings

Share Your

Feelings

Invite Solutions

Set Goal

Plan of Action

Affirmation

PositionsConfronterConfrontedIn the Middle

Self-EsteemSelf-Esteem

It is an emotion.

An attitude of self

acceptance, despite our

weaknesses or human

frailties.

F. M. Mills, Inc.

Elements Necessary For Building High

Self-Esteem

1. Acceptance Others Self

2. Limits Guidelines for self

esteem (self-discipline guidelines/ limits)

3. Respect Grow within the limits

F. M. Mills, Inc.

Qualities of High Self-Esteem

1.Personally effective

2.Poised

3.Competent

4.Capable of independence

5.See strengths in self and others

6.Accept compliments graciously

F. M. Mills, Inc.

Steps in Building Self-Esteem in Others

1. Help them see they are beautiful just the way they are.

2. Guide them away from believing they have to measure up to others.

3. Help them to understand they are not their actions (based only on their awareness).

4. Include more experiences that build self-reliance and accountability.

5. Help them see mistakes as stepping stones to success.

6. Discuss the beauty of enjoying each day, one day at a time.

7. Give plenty of praise for efforts.F. M. Mills, Inc.