AN (ALTERNATE) HOW TO GUIDE.... MOTIVATE LEAD SUCCEED SKI INJURY DIFFERENT TAKE ON MOTIVAE LEAD SUCCEED – WHAT WE ARE DOING INSIDE THE ORGANISATION DIDN’T WANT TO LECTURE ON LATEST MANAGEMENT “THEORY” SHAKE IT UP A BIT… GURU – CEO’S DON’T DO HUMOUR; THERE IS A CAT PICTURE FOR EVERYTHING AN (ALTERNATE) HOW TO GUIDE....

I DECIDED TO GO WITH CAT PICTURES

HABITS CREATE CULTURES THE ORGANISATION IS A REFLECTION OF YOU AND YOUR HABITS CREATE AND MAINTAIN A CONSTRUCTIVE ORGANISATIONAL CULTURE PROVIDE LEADERSHIP DELIVER COMPELLING MESSAGE CEO LEADERSHIP TEAM COUNCILLORS WHEN THINGS ARE NOT RIGHT LEADERS FAIL TO LOOK AT THEMSELVES

WHAT IS A HIGH PERFORMANCE ORGANISATION? THERE ARE MANY MEASURES – FINANCIAL, COMMUNITY SATISFACTION SURVEYS, KNOW YOUR COUNCIL INDICATORS. THE VIBE – PEOPLE WALK IN SCAN AND JUST KNOW…..

INSPIRING VISION HABIT 1 DON’T MEAN THE BLAND MANAGEMENT SPEAK ONES SOMETHING THAT IS MEANINGFUL FOR THE ORGANISATION, NOT THE WORLD. SOEMTHING THAT PEOPLE ACTUALY REMEMBER – CONNECTS WITH HEART AND BECOMES A WAY OF LIFE SHARED – NOT SOMETHING THE CEO CAME UP WITH. “CREATE AND IMPROVE AMENITY FOR THE COMMUNITY” HABIT 1 INSPIRING VISION

CLEAR STRATEGIES GOALS THE HOW TO GUIDE ON HOW TO ACHIEVE THE VISION. HOW IT LINKS FROM THE VISION, COUNCIL PLAN ALL TO THE INDIVIDUAL’S WORK DAY. STRATEGY ON A PAGE TRUTH IN STRATEGY – DON’T PRETEND HABIT 2 CLEAR STRATEGIES GOALS

DEVELOP YOUR PEOPLE HABIT 3 DEVELOP YOUR PEOPLE COMES UNDER PRESSURE WITH THINGS LIKE RATE CAPPING SELECT, RECRUIT, COACH AND SUPPORT RIGHT PEOPLE MOVE ON PEOPLE WHO ARE NOT RIGHT HABIT 3 DEVELOP YOUR PEOPLE

RECOGNISE YOUR PEOPLE HABIT 4 HAND OUT RECOGNITION DAILY. IT IS LEADERS RESPONSIBILITY TO HAND OUT AS MANY AS POSSIBLE DAILY. TAILOR IT TO THE PERSON, AND THE ORGANISATION. BE BOLD AND SURPRISING HABIT 4 RECOGNISE YOUR PEOPLE

GENUINELY CARE HABIT 5 GENUINELY CARE. IT IS HOLISTIC – LISTEN – VALUE OPINIONS, PEOPLE KNOW WHEN YOU ARENT DON’T TOLERATE BULLYING AND HARRSAMENT BALANCE WORK AND LIFE – BE FLEXIBLE INACTION SPEAKS LOUDLY – DON’T LET THINGS SLIDE BY HABIT 5 GENUINELY CARE

LISTEN FEEDBACK ADAPT HABIT 6 GENUINELY LISTEN. LESSONS LEARNT WITH A COUNCILLOR I WORKED WITH. STAYED WITH ME. OMBUDSMAN HAS BEEN PRESSURING COUNCIL TO DO THIS. DO CUSTOMERS – OUR COMMUNITIES – COME FIRST? OR DO EMPLOYEES COME FIRST. GOOD DEBATE TO HAVE WITH THE TEAM. BUILD RELATIONSHIPS WITH THE COMMUNITY HABIT 6 LISTEN FEEDBACK ADAPT

CONTINUALLY IMPROVE THE SYSTEM TO SUPPORT ALL THIS THIS IS MY EXPERIENCE. FRUSTRATING SYSTEMS UNDERMIE ALL OF THIS. POORLY IMPLEMENTED SYSTEMS UNDERMINE ALL OF THIS. ALL OF OUR HABITS ARE SHAPED AND SHAPE THIS. HABIT 7 IMPROVE SYSTEMS

INTERLUDE TRUTH HONESTY

INTERLUDE TRUTH HONESTY

7. Improve Systems 6. Listen 5. Care 4. Recognise 3. Develop 2. Strategies 1. Vision Trust &Honesty

WORTH THE HARD WORK? Better place to work Improved employee engagement Improved customer satisfaction Greater productivity and innovation Greater resilience and change capability Sustainable high performance WORTH THE HARD WORK?

MAKE THE CHANGE Don’t let organisation culture drift - What gets measured gets managed Treat like any other CHANGE program Left brain – clear, concise, structured. USE RIGHT BRAIN TOO – emotional and heartfelt case for change. Results in enthusiastic supporters rather than reluctantly compliant. MAKE THE CHANGE

GOOD LEADERSHIP CAN NOT BE DELEGATED TO HR. I CAN FEEL THE WEIGHT OF RESPONSIBILITY. EVERYONE IS WATCHING AS CEO. AS LEADERS EVERYONE IS WATCHING WHAT WE DO. THAT FELT STRESSFUL AT FIRST – BUT INVIGORATING WITH A PLAN GOOD LEADERSHIP