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Caroline Hipple`s PowerPoint - Retail Merchants Association

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Caroline Hipple`s PowerPoint - Retail Merchants Association
FIRST FRIDAY FORUM LUNCHEON
Your Business’ Secret
Weapon: The Engaged
Employee
presented by…
Caroline Hipple
CEO HB2 Resources
Co-Author – A Pathway to Profit
My Barrista and
the guy at 7-Eleven
Top Three Reasons People Say They Like Their Job:
- I have friends at work
- My manager takes an interest
in my welfare
- I relate to and admire the vision,
mission and goals of my company
Our Story
The
Culture
Wheel
Pathway
to Profit
The Process
of Action
Planning
The Culture of Caring
The Culture of Caring is a multi-faceted
management system that engages employees
and unleashes profits, both fiscal and relational.
It is a method of management and development
in an organization that combines the focus on
the positive development of the "human capital"
and maximizes bottom-line profit. The culture of
caring is financially based, but at the same time
it is people centered.
Our Purpose
Our purpose is to demonstrate how empowering
individuals has transformational effects on
personal fulfillment,organizational enrichment
and profitability. To be competitive, companies
must re-examine strategy, pare down to the
core, become even more meaningful to
customers, reduce expenses...AND tap into the
hidden treausre of employee empowerment.
Energizing employees is a profit driver, not a
profit drainer.
Tracking Your Success
Create an organizational architecture for
profitable growth
❏ Research: Identify your
opportunities/identify your problems
❏ Create a working hypothesis
❏ Assemble/reassemble your team
❏ Conduct internal interviews
with team
❏ Develop job descriptions
❏ Establish interviewing questions
and structure around the needs
of the company
❏ Create collaboratively your
mission, vision, common set of
working values
❏ Write 3-5 year strategic plan
❏ Develop annual operating plan
❏ Break operating plan into
department goals
❏ Establish correlating individual goals
❏ Align individual goals with
department
goals which align with company goals
❏ Create performance metrics
❏ Analyze your strengths and
weaknesses
❏ Establish a creativity process: art,
science, analysis, trend structure
Tracking Your Success (cont.)
Create the culture for company relationships focused
on the customer
❏ Hire a development guru
❏ Develop an education plan
❏ Establish your communications
architecture
❏ Align your rewards program
with your expectations
❏ Begin skill development exercises
❏ Crystallize Your Vision
❏ Select Associates
❏ Recognize Strengths and
Opportunities for Development
❏ Accept Accountability
❏ Unleash Creativity
❏ Build Brand
❏ Manage Change
❏ Manage by Success Principles
❏ Understand Communication
Preferences
❏ Manage Conflict
❏ Understand Leadership Styles
❏ Coach for Development
❏ Coach Selling Skills
❏ Soothing the Angry Customer
❏ Guide Difficult Conversations
❏ Apply the Root Cause Analysis
Method
Tracking Your Success (cont.)
The process of continual improvement
❏ Set up the evaluation and assessing process for ongoing improvement
❏ Measure results
❏ Follow-up
Inclusiveness Opportunities
Inclusiveness is a key element in the Culture of
Caring. Throughout the book we have shared many
opportunities to make people feel a part of any
organization, and in this section we have compiled the
ideas for easy reference. These opportunities are not
all new projects, maybe just new methods. Including
managers and associates in the building of an
organization brings loyalty and commitment.
Inclusiveness Opportunities (cont.)
Suggestions
1. Join the group for informal gatherings—be a part of the “lunch bunch.”
2. Consider an alternative to the massive “boss’s” desk that has the two little chairs
on the other side.
3. Before you embark on a culture change, schedule individual meetings with each
person on your team to get to know the visions of the people who report directly to
you.
4. Introduce participative management by holding group meetings with your team to
generate the sales and profit ideas that will carry you forward.
5. Have each manager write a job description for each job in the department, and
encourage the person actually doing the job to compile the basic list of
responsibilities and tasks.
Inclusiveness Opportunities (cont.)
Suggestions (cont.)
6. Involve other managers in the interviewing and evaluation process to reinforce the skill
of analysis in all the interviewing managers and strengthen the culture and values.
7. With the end goal of collaboratively building the vision, ask all the people in every
department to describe the ideal company where they would like to work.
8. Set up a cross-departmental meeting structure to offset the silo system and encourage
collaboration in achieving goals that affect more than one department. “Tinkertoy
Meetings.”
9. Come down from the ivory tower, the ultimate silo.
10. Seek company improvement ideas from every individual and incorporate those ideas
in your goal planning session. After company and department goals are determined,
return to the individuals to solidify their commitment for their part to play.
Inclusiveness Opportunities (cont.)
Suggestions (cont.)
11. Offer a workshop so that everyone on the team understands the creativity meeting
model and will not let anyone stampede an idea through, nor allow anyone to squelch a
teammate’s idea.
12. Use your creative meeting room to serve the needs of your behind-the-scenes staff.
Not only is it a good utilization of space, but it also keeps the financial, technology, and
other back office departments informed of the
company direction, making them feel a part of that direction.
13. Host a gala event to critique new products or services, combining feedback and fun.
14. Encourage each individual to select one thing to work on at a time, a personal skill
that will impact professional performance.
15. Communicate so regularly that associates don’t need to worry that there may be
something that they don’t know. Communication alleviates the fear of the unknown.
Inclusiveness Opportunities (cont.)
Suggestions (cont.)
16. Coordinated meetings, conference calls, newsletters, email, social media, and
snail mail all serve to include everyone in information sharing.
17. Create occasions to recognize associates’ accomplishments, both orally and in
print.
18. Provide opportunities for participants to take leadership roles in meetings and
communications.
19. Bring managers together to compile the actions they must take to demonstrate
the culture to the employee in all the phases of an employee’s career with you.
20. Include managers in each other’s growth by working in small groups with people
who trust each other and who are not shy about helping others to see themselves
as others see them.
Inclusiveness Opportunities (cont.)
Suggestions (cont.)
21. Teach leadership and communication skills in groups of peers where people
trust each other because they become accustomed to different styles. The more
they know about the styles, the easier it will be to coach the people they manage.
22. Gather together representatives of the people who interact with your customers
and learn about their practices and ideals. Find out where they see the gap between
practice and ideal.
23. Include everyone in learning how to handle the customer who has an issue. It
may take specialized skill to solve the problem, but everyone should be able to
reassure the customer that the problem can be solved.
24. Make your associates feel like owners by having them bring you more than one
possible solution when they bring you a problem.
Suggested Workshops
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Selecting Associates
Recognizing Strengths and Opportunities for Improvement
Performance Management
Accepting Accountability
Unleashing Creativity
Building Brand Through Marketing and Merchandising
Managing Change
Managing by Success Principles
Understanding Communication Preferences
Managing Conflict
Discovering Your Leadership Style
Coaching for Development
Selling Skills
Sales Coaching
Making Good Design Accessible
Soothing the Angry Customer
Guiding Difficult Conversations
Applying the Root Cause Analysis Method
Recommended Reading
Bossidy, Larry, Ram Charan, and Charles Burck. Execution: the Discipline of
Getting Things Done. New York: Crown, 2002. Print.
Bridges, William. Managing Transitions: Making the Most of Change. New
York: Perseus, 1991. Print.
Coffman, Curt, and Gabriel Gonzalez- Molina. Follow this Path: How the
World’s Greatest Organizations Drive Growth by Unleashing Human
Potential. New York: Warner Books, 2002. Print.
Collins, Jim. Good to Great: Why Some Companies Make the Leap . . . and
Others Don’t. New York: HarperCollins, 2001. Print.
Connors, Roger, Tom Smith, and Craig Hickman. The Oz Principle: Getting
Results through Individual and Organizational Accountability. New York:
Portfolio, 2004. Print.
Recommended Reading (cont.)
The 4 Roles of Leadership. Franklin Covey, 1999. Print.
Freiberg, Kevin, and Jackie Freiberg. Nuts! Southwest Airlines’ Crazy
Recipe for Business and Personal Success. Austin: Bard, 1998. Print.
Gladwell, Malcolm. Blink: The Power of Thinking Without Thinking. New
York: Time Warner, 2005. Print. ---. The Tipping Point: How Little Things
Can Make a Big Difference. New York: Little, Brown, 2002. Print.
Goleman, Daniel, Richard Boyatzis, and Annie McKee. Primal Leadership:
Realizing the Power of Emotional Intelligence. Boston: Harvard Business
Press, 2002. Print.
Kroeger, Otto, and Janet Thuesen. Typetalk at Work: How the 16
Personality Types Determine Your Success on the Job. New York: Dell,
1992. Print.
Recommended Reading (cont.)
Mitchell, Jack. Hug your Customers: the Proven Way to Personalize Sales and
Achieve Astounding Results. New York: Hyperion Books, 2003. Print.
Patterson, Kerry, Joseph Grenny, Ron McMillan, and Al Switzler. Crucial
Confrontations: Tools for Resolving Broken Promises, Violated Expectations,
and Bad Behavior. New York: McGraw-Hill, 2004. Print. ---. Crucial
Conversations: Tools for Talking When Stakes Are High. New York: McGrawHill, 2002. Print.
Peters, Thomas, and Robert Waterman. In Search of Excellence: Lessons from
America’s Best-run Companies. New York: Harper & Row, 1982. Print.
von Oech, Roger. A Whack on the Side of the Head: How You Can Be More
Creative. New York: Warner Books, 1998. Print.
Yokoyama, John, and Joseph Michelli. When Fish Fly: Lessons for Creating a
Vital and Energized Workplace from the World Famous Pike Place Fish
Market. New York: Hyperion Books, 2004. Print.
Thought – Word – Action
A simple formula for
actualizing your vision
and creating change.
Questions?
Visit us at pathwaytoprofit.net and let us hear about
your culture impact experiences.
Thanks you for sharing your time with us today!
Where to Purchase Our Book
A Pathway to Profit is available to
order online from FriesenPress,
Amazon and Barnes & Noble
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