Archive for category Ken Blanchard
Posted by Kristina Marzullo in Budgets, Change, Direction, Employee Engagement, Employee Passion, Employee Satisfaction, Engagement, Federal Agency, Government, Ken Blanchard, Leadership, Leadership Development, Management, Morale, Motivation, Productivity, Roles, The Ken Blanchard Companies, Training on April 2, 2014
When Obama’s budget plan for fiscal 2015 was released, the plan had its fair share of supporters and naysayers. There are obviously many sections to the plan, but there is one specific portion that addresses the challenge that a plethora of articles have been written about and many agencies are challenged with lately…leadership, and specifically leadership that could use a bit of an overhaul. Lately, there seems to be less and less agencies that are exempt from a lack of effective leadership. Even the Secret Service has been in the news recently claiming the agency is lacking the right leadership. Reports that I have referred to in this blog, such as the Partnership for Public Service’s Best Places to Work in the Federal Government and the Office of Personnel Management’s Federal Employee Viewpoint Survey (FEVS), have found that leadership is on the decline and steps need to be taken now to avoid the situation from continuing to spiral downward.
Will the new budget plan be enough to change the current leadership crisis?
Obama’s goal to “create a 21st century government” includes addressing management initiatives to drive further growth and opportunity and “deliver a Government that is more effective, efficient, and supportive of economic growth.” The President’s budget plan incorporates the following strategies to begin tackling this leadership crisis:
- Includes initiatives to deliver better, faster, and smarter services to citizens and businesses, including investing in new approaches to digital services to provide a world-class customer service experience to citizens and businesses to Government information technology.
- Expands the use of shared services between Federal agencies and strategic sourcing to leverage the buying power of the Government, bringing greater value and efficiency for taxpayer dollars.
- Continues to open Government data and research for public and private sector use to spur innovation and job creation, while ensuring strong privacy protections.
- Invests in training, development, and recruitment of the Federal workforce, unlocking the potential of our Government and ensuring that we can attract and retain the best talent and foster a culture of excellence.
Recently, the Government Accountability Office (GAO) was requested to conduct a study to analyze the reasons why morale has declined to its current level and determine the steps that need to be taken to boost employee engagement, motivation, and productivity. Research of this caliber would be helpful to provide a set of guidelines to federal agencies that are in desperate need of a leadership change. The training investment President Obama has included in his budget plan is the right direction needed to initiate that change.
The Ken Blanchard Companies has worked with several organizations to conduct an Employee Work Passion assessment that measures employee perceptions revolved around twelve organization and job factors and the intentions that result from these perceptions. An individual employee’s perceptions influence not only their feelings about their job but also influence whether or not they intend to stay with the agency, their discretionary effort and productivity they put forth in their role, and their intent on how they endorse the agency. When an individual’s perceptions are understood, a strategy for improvement is recognized, thus improving individual morale and organizational success. Researchers at Blanchard conducted a study along with Training Magazine that centered on important factors regarding employee retention, job and organizational factors that survey participants felt were most important, and who was responsible for ensuring that the needs pertaining to those areas were met. Learn more about this study and the results the research team at Blanchard uncovered in the Employee Work Passion whitepaper.
What are your thoughts on Obama’s budget plan to implement more efficient leadership and management training and an overall positive perception in the Federal Government? Do you think it’s enough?
Have you ever struggled with accomplishing, getting through, or getting started on something that you wanted to do? Many of us do. Often times we come up with an idea that we’re passionate about or that we know we can do but are hesitant to actually go through with it for fear we may fail or not have the drive or motivation to see it through.
In Ken Blanchard’s latest book, Fit at Last, Ken and fitness authority, Tim Kearin, follow Ken’s personal journey to improve his health and fitness. This quick read applies the battle with getting healthy and losing weight, something many of us can relate to, as an example of how sticking to a goal and making it happen can provide a sense of accomplishment, satisfaction, and happiness. Whether your goal is to get healthy, like Ken, start a business, or complete a major project at work, these six principles can keep you grounded as you tackle your goal.
Principle 1: Have Compelling Reasons and a Purpose
Figuring out what motivates you to make something a goal in the first place is the first principle that will set the stage to accomplishing your goal. Why do you want to do this? How will the outcome make you feel? What are the benefits that you will realize after this goal is met? If the goal is work related, find out whether or not your goal is aligned with your agency’s goals.
Principle 2: Establish a Mutual Commitment to Success
It’s tough to go it alone on any goal or task. Find someone who you care about, wants to see you succeed, and who can keep you motivated and remind you of why you started on this path in the first place. It is also important that you trust this person and value the feedback and support they can provide to you. Setting a mutual agreement that benefits both parties involved is a great way to not only hold you to your commitment, it also makes you want to accomplish your goal to reap the rewards once you reach your target.
Principle 3: Learn About Situational Leadership® II
Situational Leadership II (SLII) is a model that employs one common language and process for growing great leaders. It is a program that teaches leaders to analyze, diagnose, think, and apply leadership concepts effectively to reach their goals. SLII guides individuals at each developmental level, both business and personal, they encounter in every situation. When you have a clear understanding of your goal, your level of development, and the right leadership or support that helps you accomplish your objective, you increase your commitment, motivation, and productivity toward that task.
Principle 4: Develop Appropriate Goals
Jumping in and tackling a goal without carefully planning out your strategy can lead to burn-out and failure. Take the time to assess the goal and set some action items that will outline how you can accomplish each task. Making your goals SMART can also help you monitor your progress along the way. Evaluate where you are at certain points so you can have a clear vision of how you are progressing in your goal.
Principle 5: Set up a Support System to Hold You Accountable
It’s inevitable that you’ll struggle at some point on your quest to accomplish your goal. When this occurs, it’s important to have a support system to keep you on track toward success. Whether it be a spouse, friend, or coworker at your agency, establish regular check-ins with this person or group to report on your progress. Again, trust is important here since you need to value the feedback that you receive from your support group in order to actually apply it.
Principle 6: Have Measurable Milestones to Stay Motivated
Anyone can become disengaged if they feel that they are not making progress on a goal or task. Setting specific milestones, big or small, will remind you of each success and how far you’ve come. Setting mini rewards along the way is another way to make your journey fun. Rewarding yourself suddenly turns your hard work into something that doesn’t even feel like work at all.
What other strategies do you use to stick to your goals and commit to your commitments?
Posted by Kristina Marzullo in Change, Commitment, Culture, Employee Engagement, Employee Passion, Employee Satisfaction, Engagement, Federal Agency, Government, Ken Blanchard, Leadership, Leadership Development, Motivation, Performance, Productivity, Roles, Supervisor, The Ken Blanchard Companies, Training, Trust on February 5, 2014
Millions of people watched Gwen Dean as she quit her job as an engineer in a commercial that aired during the Super Bowl last week. Gwen’s dream was to start a puppeteer business, and with the help of GoDaddy.com, she is doing just that. Over 17 million of us have watched Marina Shifrin’s “I quit” video announcing her resignation from her role at a Taiwanese animation firm. Shifrin’s move landed her countless job offers, including an offer to be a digital content producer on Queen Latifah’s talk show. These decisions by Gwen, Marina, and others have caused some colorful feedback on whether or not the method they chose to leave their current jobs, in order to pursue their dreams, was appropriate. Despite that, these individuals have taken the steps to do what makes them happy, whether they loved their job or not.
CareerBuilder conducted a study and found that 1 in 5 U.S. workers will search for a new job in 2014, despite the economy and the unemployment rate. Gallup study results have shown that only 13% of employees are engaged at work, 63% are not engaged, and 24% are actively disengaged. (Go ahead and read that sentence again if you’re as shocked as I was by those stats.) Specifically in the federal sector, we’ve seen reports like the Federal Employee Viewpoint Survey and the Best Places to Work in the Federal Government study uncover a steady decline in how satisfied government employees are with their jobs, leadership, and agencies.
A whitepaper, written by researchers at The Ken Blanchard Companies®, includes findings that state, “when employees perceive a manager is more concerned with his or her own agenda than with the welfare of others, negative affect is often the result. This is coupled by the employees’ reluctance to endorse the organization and its leadership, to stay with the organization, and to feel connected with their leader or colleagues.” The report goes on to affirm, “another implication for practice is for HR personnel and strategic leaders to create and sponsor leadership training programs and company values that stress and support servant leaders. Consistent, overt, self-concerned managers should be counseled and invited to become more aware of their behavior.”
Training magazine and The Ken Blanchard Companies asked over 800 Training magazine readers what they felt were the most important factors when it comes to staying engaged in the workplace. The responses include:
- Job Factors—Autonomy, Meaningful Work, Feedback, Workload Balance, and Task Variety
- Organizational Factors—Collaboration, Performance, Expectations, Growth, Procedural Justice (process fairness), and Distributive Justice (rewards, pay, and benefits)
- Relationship Factors—Connectedness with Colleagues and Connectedness with Leaders
Are these factors aligned with what keeps you engaged at your agency? Share what additional factors are important for you to remain engaged and passionate about your role?
So the next time you’re about to hit the snooze button for the eighth time, think about if the factors that keep you engaged in the workplace exist with your current role.
There are few jobs today that allow a person to work autonomously. Certainly in government there are many examples of jobs that are interdependent. Even at its most basic level, the branches of government must work together to pass a bill into law. Teams are important. As important as teamwork is in government and business today, working on a team is not always easy, and leading a team successfully can be downright difficult. When it does work, a successful team can feel like magic and every task is easier to complete.
The important thing about successful teams is that they bring together the strengths of a group to work toward a common goal or purpose. Successful teams often view members as equal and have a leader who is just as comfortable taking the lead as he is to step back and let an expert take the reins at the right time.
No one person is as strong or smart as a team but sometimes things or people get in the way. While the leader is not the most important part of a team, he can make or break that team. The best team I have been a part of had a leader who openly admitted he did not know the best way to meet our shared goal. He was often heard letting anyone who would listen know his team was a group of experts who could handle any job they took on. His humility combined with the steadfast belief in his team mates made him a great colleague. His ability to set reasonable goals, communicate effectively, and keep the team on task made him one of the best leaders I’ve met. He wasn’t the magic that made that particular team work but he flamed the fire and built up every team member so they were free to excel.
Being a great team leader is not about being the best in your field, it is about setting up the team for success. The Ken Blanchard Companies promotes the Perform Model as a way to highlight the important aspects of a high performing team:
Purpose & Values
Relationships & Communication
Recognition & Appreciation
With a skilled and knowledgeable team, the leader must only bring them together and help them to move in the right direction. The best question a leader of mine ever asked me is “How can I help you reach your goal?” Team leaders of highly skilled teams are not the stars of the show but facilitators, who get the team in place and cheer the team on throughout the race.
Have you worked on or do you lead a high functioning team? What worked best for you?
This time of year expends a lot of time and energy into choosing just the right gift for our loved ones, finding the perfect ugly sweater for the holiday bash, or setting out holiday decorations for the season. These traditions can be a lot of fun but the season encompasses so much more than the material gifts, the parties, or the decorations. For me, generosity is at the heart of what brings us together, particularly during this time of year. For those working in and around the government, there are rules we have to contend with about gift giving and receiving. I believe the best gift we can give our colleagues, customers, and business partners is something that cannot be restricted or regulated; ourselves.
My first suggestion to anyone wishing to give something to their team members or partners is to stop and spend a little time thinking about how you might make a difference in someone’s day by simply being present. Making a conscious effort to focus on the interactions you have with the people around you every time you come in contact with them is not always easy. When we put away our smart phones while meeting in person, stop reading emails or talking on the phone and focus on one person at a time, those interactions become richer. We are able to see posture and expressions or hear inflections in a voice. It is so easy to miss a cue that could change the way a conversation goes when we are not completely focused.
Second, give the people you work with the benefit of believing the best in them. Sometimes, particularly in written communications, we read between the lines and create a problem when there really was none. If you aren’t sure that there is something more to a communication, ask. Generosity is more than spending money on gifts, more than helping a friend or colleague when they ask. Being generous can also be about giving of yourself, making an effort to connect with people to learn what they need. Best of all it costs nothing.
I plan to take a break this year from the stress that often comes with the pressure of gift giving and over packed schedules. Instead, I will focus on giving the people I see every day my attention and kindness. I hope you will too.
Have you already shared the gift of generosity this season? Share your story here.
Posted by Kristina Marzullo in Attitude, Change, Coaching, Communication, Employee Engagement, Feedback, Goals, Government, Ken Blanchard, Leadership, Leadership Development, Management, Morale, Motivation, Performance, Productivity, Roles, Supervisor, The Ken Blanchard Companies, Training, Trust on September 25, 2013
Today’s post was written by How Gov Lead’s new contributing author, Amber Hansen. Amber has worked in Government contracting for over nine years. She is currently a Project Manager working with Federal Government clients at The Ken Blanchard Companies. Watch this blog for more thought leadership from Amber.
Have you ever met someone who is really great at one part of their job and terrible at another? I happen to be married to a man who for many years was a Navy Corpsman who loved his job but struggled with some of what comes with being in the military. I once heard a leader of his say he was “an amazing Corpsman and a terrible sailor.” To put it in very simple terms, that means he was really good at caring for his patients and training junior members of his team and not so great at keeping his uniform in order and being on time. This leader understood clearly that my husband had significant strengths but like all of us, he had weaknesses, too.
What happens when forgetting to bring the right kind of socks for a uniform becomes a reason to be reprimanded at work? That may depend on one’s leader. Some of us are truly adept at handling the details of life; we might keep backup socks in the car just in case. Others just do not think this way. My husband is very bright, he learns things quickly, takes what he believes is useful and leaves behind what he sees as a bit of a waste of his time. I suspect the things that may have made him a good sailor, like bringing the right pair of socks, were the same things that appeared to him to be a waste of time. In my husband’s world, ensuring he had the right medical supplies packed for a mission ranked just a little higher than the socks. If my life depended on him and I had to choose between socks and medical supplies I would be glad to have left the socks behind.
Some of the military leaders I have met would focus on those missing socks because they see that as the foundation to doing the rest of any job well. They could not see past the socks to find a truly valuable and talented team member. They allowed the socks to become the focus of their interaction with a Corpsman who by the end of his career was influencing the careers of junior Corpsman, helping them build their skills, improve their productivity, and learn to teach others.
Our military is dealing with stressors many civilians cannot fully comprehend. From multiple deployments and Post Traumatic Stress to shrinking budgets and less time and resources to train; our military members work hard and they deserve leaders who are prepared to support and serve them. Our military and government leaders need to be innovative in this new world of looming sequester budgets and ongoing wars. And they must ensure their teams are able to fully realize their potential in order to bring the most value to the organization and to themselves. Empowerment is key!
When a team member can’t seem to remember to bring the right socks the leader must set him up to succeed anyway. Helping that direct report remember to “bring the appropriate socks” may seem like a waste of time, but if it is a waste of time for the leader, perhaps that is the heart of the reason it’s a waste of time for the individual. If a leader can show that helping that sailor succeed with his socks, the payoff is that the sailor will trust the leader to help him succeed in much more significant ways.
We’ve all come across a self-serving leader at one point in our professional careers. They are the type of leader who is motivated by self-interest and adopts the “give a little, take a lot” mindset. Self-serving leaders make their own agenda, status, and gratification more of a priority than those affected by their thoughts and actions. Harvard’s Institute of Politics study, “Survey of Young Americans’ Attitudes Toward Politics and Public Service,” proves that Millennials have zero tolerance for this type of leader. The study reveals that 59% of this booming generation feels that “elected officials” seem to be motivated by selfish reasons.
Another discouraging fact that government leaders are currently in the trenches of is the quick and steady decline of trust levels amongst current public sector employees and potential future leaders. Only 22% of Millennials trust the Federal Government to do the right thing. That percentage declines even more to 18% when it comes to trust levels with Congress. Trust, morals, values all encompass doing the right thing, not just for yourself but for society. I recently had a conversation with a colleague about the moral compass of the world today and the deteriorating values that are becoming the new normal. If you were one of the unlucky few that watched Miley Cyrus’ performance on the MTV Video Music Awards, you have an idea of what I am referring to. Our conversation focused on behavior that was once considered shocking is now common behavior, devoid of any reflection of the consequences that may occur. No longer should we lead by example and as the target group of this survey has solidified by the findings of the study, they are well aware of this fact and are taking matters into their own hands.
- 56 percent of Millennials agree that “elected officials don’t have the same priorities I have”
- 48 percent agree that “politics has become too partisan”
- 28 percent agree that “political involvement rarely has any tangible results”
Ron Fournier, author of the article, The Outsiders: How Can Millennials Change Washington If They Hate It?, took to several schools in Washington and Boston to uncover the truths behind what the Harvard IOP study unveiled. The students Ron interviewed seemed to have a general consensus of their outlook of the future if our government continues as it has been and it is pretty much aligned with Harvard’s survey results. A particular response that Fournier received to one of the questions asked at Langley High School in Washington was particularly unsettling. When Ron asked these students how many of them will pursue a career in politics or government, a student replied, “Is this a joke?” That same student commented, “The thing about social institutions is when you destroy them, they get rebuilt eventually, in a different form for a different time.”
If Millennials are set on “destroying” current social institutions so they can rebuild them to be more functional, who are the leaders that are guiding them down this path? Amongst the plethora of self-serving leaders that are shaping this generation’s perspective of our imminent future, where are the servant leaders that are providing balanced and positive examples and guidelines of how these individuals can change the world? We need these leaders. We need great leaders that serve our country rather than serve themselves.
Ken Blanchard wrote a book with Mark Miller, vice president of training and development for Chick-fil-A about how great leaders serve. In the book, the word serve is an acronym that outlines the traits that distinguish self-serving leaders from great leaders. The acronym stands for; S = See the Future, E = Engage and Develop People, R = Reinvent Continuously, V = Value Results and Relationships, and E = Embody the Values. The SERVE acronym is definitely not an easy thing to live up to on a daily basis. Yet, it seems as though the Millennials are on to something here.