ERNN Legislative Conference February 28, 2015 Red Lion Inn Olympia, Washington Fred McCarthy, Ed.D. Mayor, City of Langley, WA [email protected] (pictures of Langley by Ron Roesler) City of Langley Population 1070 15 member staff 1 square mile IT/knowledge workers Retirees High expectations Festivals Arts and music Sustainability Economic development Highly educated Light industrial Whales Tourism “The Village By The Sea” This presentation is about: Bringing Out the Best in Yourself and Your People Presentation Outline • • • • Concepts of Human Effectiveness Building High Quality Organizations Specific Strategies for Acknowledging People Dealing with Today’s Professional Demands Presenter’s Background • • • • • • • • • • • 2 years as mayor 30 years of public school experience 7 years of private school experience Superintendent, assistant superintendent, director, manager, principal, specialist, teacher Positions in curriculum, instruction, finance, negotiations, personnel, grants, foundations, fund raising, etc. Districts of 10,000, 3,000, 2000, 1,500 - school of 175 33 years in school administration Instructor in WWU Superintendent certification program Published author - books and articles on recognition Presenter, facilitator, and keynote speaker Recipient of various national, state, and local awards Books Do the people who work in your organization feel valued and appreciated? Are the administrators in your organization high use or low use recognition managers? Could you attract and retain quality people and motivate them to higher levels of performance if they felt recognized and appreciated? Two People Who Profoundly Influenced My Life Bob Moawad - United Learning Institute – former coach Lakes High School “Increasing Human Effectiveness” Lou Tice – Pacific Institute – former coach John F. Kennedy High School “Investment in Excellence” Human Effectiveness Training 1. Awareness, Potential, Visualization 2. Self Image, Self Esteem, Self Talk 3. People I Like and Respect 4. Values, Exciting Goal Setting, Making Change 5. Relaxation, Forgiveness, Affirmations 6. Journal Winning Experiences 7. No Limit Thinking, Lifelong Learning 7. Celebrate Successes Fundamental Value Statement “Each person, regardless of position, has a special interest, talent, or skill. Each person is unique and has limitless potential for personal growth and contribution to your organization. By expecting, encouraging, and recognizing achievements and contributions, we move toward achieving our potential both as individuals and organizations.” Consider for a moment the motivational power of timely and deserved recognition! We can either spend our time on the bow looking towards the horizon . . . or on the stern looking into the wake. The Joy. . . of recognition can significantly enhance the quality of your work life . . . regardless of your position. Have you ever attempted to recognize someone and had it blow up on you? (We call this “Wreckognition”) Do some people prefer private to public recognition? How would you know this? Can one person in a large organization make a difference in recognizing others? You can bloom where you are planted! Seven Compelling Data-Based Results Documented by the National Association for Employee Recognition with Quality Recognition Programs • • • • • • • 1. Improved production 2. Improved profitability 3. Increased customer satisfaction 4. Increased employee motivation 5. Improved recruiting ability 6. Improved employee retention 7. Facilitation of organizational change Who are a few local companies that believe in employee recognition and implement strategies to affirm the work of their people ? • • • • • • • REI Nordstrom Starbucks Microsoft Perkins Coie Boeing Fairmont Hotels Complete the sentence “There are two things people want more than sex and money . . . “. . . recognition and praise!” Who said that? Mary Kay Ash Owner/Founder Mary Kay Cosmetics Starfish and Campfires on the Beach What business are we in? “We are in the business of enhancing lives!” Dr. Harry Wong Distinguished Educator Dick Huselton Retired Superintendent Marysville School District • “We are all of equal value. We have different roles to play.” William James • “The deepest principle of human nature is the desire to be appreciated.” Charles Schwab • “I have yet to find the person, however exalted their station, who did not do better work, and put forth greater effort under a spirit of approval than under a spirit of criticism.” Bob Mowad “We are unique and precious human becomings . . .No one is more or less important than we are . . . We do the best our awareness permits at a given time . . . We are ever growing in wisdom and love.” Question? “Do you get tired of how often people in your organization tell you how much you are appreciated?” Langley Marina Sterling Sessions Operations Supervisor Boeing Aircraft (747 & 767) • “ Recognition is the biggest motivator there is.” Thomas Sergiovanni’s Research 1966 “Teachers obtain their greatest satisfaction from reaching and affecting students, followed by their experiencing recognition for a job well done.” Voltaire “Appreciation is a wonderful thing; it makes what is excellent in others belong to us as well.” Mark Twain “I can live for two months on one good complement.” Arnold Glasow “Praise does wonders for our sense of hearing.” Woodland Trails Anonymous • “Be kind. Everyone is carrying a heavy burden.” To consider . . . . . .the incredible power each one of us has to make a significant difference in the lives of others. There is Opportunity in Every Difficulty Goals I Have Had For My Staff • • • • Help them be the best they can be. Support their personal relationships. Encourage taking risks Help them achieve financial independence. Ken MacFarland • “We have the opportunity to put light in people’s faces.” Educators • • • • • • • teachers parents bus drivers custodians cooks secretaries educational assistants • • • • • • • • administrators support staff volunteers school board members therapists nurses counselors psychologists Not every cloud has a silver lining . . . some are made of gold! A Question How do we create high performance organizations dedicated to continuous improvement that utilize the talents and skills of all of their people? The Starting Point • With what we know about . . . – Work motivation – Job satisfaction – Morale – Recognition – Praise – Intrinsic, extrinsic, and ancillary rewards – Our unique needs and those of our people We can do it in one of three ways: • 1. As a solo act • 2. As a member of a task force • 3. As part of a system-wide initiative 1. Solo Act We do it by increasing our own awareness of the talents, skills, abilities, and needs of the people we work with and by actively seeking, as an individual, to catch them in the act of doing things right. 2. Task Force Effort We can do it by being part of a small group of people within our organization who have a passion for affirming the work of others and celebrating their contributions to achieving our mission and goals. 3. System-wide Initiative We can do it by setting exciting organizational goals, working together to accomplish them, and celebrating contributions and accomplishments with public and private recognition. Let your spirit soar . . .every day! Make Recognition an Integral Part of Your Strategic Plan Michael LeBoeuf, Ph.D. Getting Results • “You get more of the behavior you reward. You don’t get what you hope for, ask for, wish for, or beg for. You get what you reward. Come what may, you can count on people and creatures to do the things that they believe will benefit them most.” Analysis - Need for Praise • Study - 800 teachers (Blaise and Kirby, 1992) – “Of all of the strategies used to influence teachers’ work, praise was the most frequently reported, and was received as one of the most effective by teachers in the study we conducted.” Analysis of 800 Educators’ Suggestions On Praise • • • • • • • 1. praise sincerely 2. maximize nonverbal communication 3. schedule time for recognition 4. personal notes 5. tell others about your people 6. praise briefly 7. target praise to work You are unique and special. The one and only you . . . that ever was . . . and ever will be. Maximizing Award Presentation • • • • • • • setting group greeting who are we? why here? why selected speak first to contributions what award? • • • • • • • then name the recipient in memory read poem present pin/award shake hands response thank group Suggestions • • • • • • • • • • 1. set exciting goals 2. teach people to evaluate their work with standards 3. visibly recognize efforts and accomplishments 4. recognize individual contributions 5. recognize group contributions 6. celebrate accomplishments 7. praise people often 8. each person needs to know they make a difference 9. put light in peoples’ faces 10. be in the business of enhancing lives Bob Nelson • “We have enough employees of the month. We need employees of the moment” Research - Nelson 2001 • Reasons given by high-use recognition managers for praising people: – – – – – – – 1. I have the skills and confidence to do so 2. It’s easier to get the work done 3. It helps employees be more productive 4. It helps managers achieve their job goals 5. They enjoy giving recognition 6. Giving recognition makes them feel like they are being a good manager 7. The organization has provided the necessary tools The Critical Role of the Administrator • • • • • • • • Setting the example Taking the time Making it a personal priority Giving away the credit Affirming staff Listening without being defensive Knowing the art and science of recognition Putting the knowledge into practice Recognition Materials Suppliers Baudville The Masterteacher Successories Brown and Company Bale and Company Positive Promotions The Gallery Collection My Favorite Strategies Staff interviews Thank you cards Birthday, Thanksgiving, Christmas cards Pins, Certificates, Momentos, Journals Excellence in Performance Awards Meeting the Exceptional Challenge Award Years of Service Pins Retirement Awards Stories about our people in local paper Award Ideas Wishing Stones Staff Interviews The Power of “Thank You” Cards Birthdays Retirement Award Years of Service Pins Journals of Excellence Walls of Fame Dedicated Benches 150 + Benches in the City Excellence Pins Meeting the Exceptional Challenge Keys to the City The Golden Bridge Builder Pin Excellence Cerificates Recognition Weeks • • • • • • • • • • • • September - Student Appreciation Week October - Transportation – National School Bus Safety Week November - Librarians - National Children’s Book Week December – School Board Appreciation January – Heath Personnel – National School Nurse Day February – Counselors – National School Counseling Week March – Classified Support Staff – National Employee Appreciation Day April – Secretaries/Office Workers – Professional Secretaries Week May – Teacher Appreciation Week – National Educational Bosses Week June – Volunteer Appreciation July August - Name Plates for Meetings Leading With Soul . . . An Uncommon Journey of the Spirit by Lee Bolman and Terry Deal “When the spirit is right . . . gift giving transforms a place of work . . . into a way of life.” Inspirational Gifts Volunteer Appreciation Tell Stories About Your People Implementation • “Most people know more about organization than their garage would indicate.” Bob Mowad United Learning Institute Implementation • “What are you going to do in the next few days and weeks to improve your organization and catch people doing things right?” Jim Rohn • Four keys to success in whatever you do: 1. Know your business 2. Be willing to take risks 3. Stay a while 4. Care a lot Nichols’ Brothers Boats Affirmations and self talk statements I have found helpful for dealing with today’s professional realities. Satisfying Work Done Joyfully I treat everyone I meet with consideration and respect. Assume good intentions. Tough times never last. Tough people do. I seek first to understand . . . then to be understood. I do first things first . . . one thing at a time . . . . . . and some things can wait. It’s not what happens to me, but how I handle it, that determines my emotional well being. I rejoice in my mistakes . . . and my expanded awareness. That’s not like me. . . Next time I will do that differently. I always do the best my awareness permits and I am ever growing in wisdom and love. The joy is in the adventure and the journey. . . as well as in arriving at the destination. Summary • • • • Concepts of Human Effectiveness Building High Quality Organizations Specific Strategies for Acknowledging People Dealing with Today’s Professional Demands Is your organization bringing out the best in your people? ERNN Legislative Conference February 28, 2015 Red Lion Inn Olympia, Washington Fred McCarthy, Ed.D. Mayor, City of Langley, WA [email protected] (pictures by Ron Roesler, Langley, WA)
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