Southern Shore Human Resource Management Association of NJ, Inc.

1. Southern Shore Human ResourceManagement Association of NJ, Inc. Dinner Meeting March 17, 2010 Greate Bay Country Club

2. John Ceresani & Frank Bellis

3. Leadership and The Five Principlesof Organizational Energy

4. Principle One: Build Organizational Trust • WHY? • Establishes credibility • Instills initiative/energy • Creates loyalty • Encourages • accountability

5. Build Organizational Trust (cont.) • HOW? • Walk the talk • Actively listen & genuinely talk to people • Respect the person, their talents and contributions • Encourage and embrace diverse views and opinions • Admit mistakes and allow mistakes for growth • Be open and vulnerable – we trust people we know

6. Principle Two: Create a Vision and a Plan • Create a “Future Picture” or Common Purpose • Organization’s Core Values – guiding light • Collaborate on Plan – strategic thinking process • Foundation for strategic and tactical goals/objectives • Be open-minded and prepared to take another path • along the journey with an eye toward the future

7. Principle Three: Empower the Team • Assess individual and team readiness • Empowering others to act = energy • Creates buy-in • Respect –builds confidence • Accountability • Efficiency in decision making • Develop and communicate shared individual/team expectations

8. Turn the playbook over • Support • Develop • Agreed outcomes • Measure • Coach • Micromanagement is not • management and certainly • not leadership

9. Principle Four: Align Everything • Organization’s structure, policies, practices, decisions, goals and behaviors – vision & values • Leadership focus, commitment, involvement and energy essential • for success • Alignment = Energy • Efficiency • Consistency • High performance • Employee engagement • Workplace satisfaction • Attainment of financial & non-financial goals

10. “We are what we repeatedly do. Excellence therefore, is not an act, but a habit” --Aristotle

11. Principle Five: Communicate Effectively • Reveal the Vision and Plan • Value the influence of communication for engagement • Create a communication strategy/plan • Commit resources • Exhaust all methods & forums • Be innovative and curious • Speak & listen to all organizational communities • Establish a network of communicators • Ensure impact = intent • Consistency • Communication is the fuel for organizational energy

12. “Speech is civilization itself. The word…preserves contact – it is silence which isolates” --Thomas Mann

13. The Wisdom of Crowds

14. Why do individuals make mistakes?

15. Why do teams make poor decisions?

17. Factors that influence a team • Individual errors on steroids • Pressure to conform • “Groupthink” • Individualism muted • Speaking order • Expertise • Status of speaker • Fear • Personality • Pain of dissent • Male/Female patterns

18. The Paradox(something apparently contradictorythat may nonetheless be true) Under the right conditions teams find better, “wiser” and more innovative solutions to problems than individuals who are more experienced and more educated than any single member of the team. Why?

19. Diversity in a team brings new information; and, fresh perspectives

20. Role of leaders Keep new information fresh perspectives flowing; and, (2)Keep group flaws at bay

21. HR Leadership Lessons from The Claridge

22. Your Leadership Legacy

23. www.pharosgroup.net