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X100 Responsibility and Accountability October 26, 2009 Engagement.

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Presentation on theme: "X100 Responsibility and Accountability October 26, 2009 Engagement."— Presentation transcript:

1 X100 Responsibility and Accountability October 26, 2009 Engagement

2 Thought to Ponder What would happen if the dollar would collapse? Currently _devaluing_against foreign currencies. Collapse…worth very little...value compared to other currency is insignificant.

3 Dollar Devaluation Dollar Devaluation Dollar “Unofficial” Reserve Currency “Well Managed” (Until recently)(63% of reserves non dollar) = Habit Peter Morici – University of Maryland – Former Chief Economist US International Trade Commission - Newsweek 10/26/2009 I2U

4 Dollar (Until Recently) Dollar (Until Recently) William Buiter – London School of Economics American Alpha Theory. - US make more on foreign investments. - US investments – demand declining. Growing debt and trade deficits. Leads to higher interest required to be paid and significantly added costs. Stimulus -spending more than making = short-term thinking. I2U

5 Dollar (Until Recently) Dollar (Until Recently) If it would collapse Prices of foreign goods would skyrocket. US inflation. Higher interest rates. Trade barriers by other countries. (trade wars) Newsweek 10/26/2009 I2U

6 Cost Reduction Rarely Creates a Competitive Strategy. Michael Porter Where most companies who are having problems turn first! I2U

7 90% of companies growing less than GDP growth. Growing less than GDP is referred to as Stalling Growing less than GDP is referred to as Stalling. Once a company stalls only 4% can re-ignite growth GDP growth. Clayton Christenson - Harvard I2U

8 We have become a society/culture of “finger pointers.” Victims of something/someone else! Not my fault! I know how to fix it others will not do what I say! Someone else has to change! 20 I2U

9 Responsibility Avoidance! Thirst for Exposure! The Blame Game! The culture of victimization has weakened the American character stressing: Ease over difficulty ! Felling good over being good! Appearance over substance! Saving face over problem solving! Illusion over reality! “The Oz Principle” – Connors – Smith - Hickman 19 I2U

10 Responsibility Avoidance! Threatens to destroy the American corporate character by emphasizing quick fixes over long term solutions, immediate gains over enduring processes, quality programs over enduring quality attitudes, and process over results…too many CEO’s hand off accountability to subordinates without acknowledging their own responsibility for results. “The Oz Principle” – Connors – Smith - Hickman 18 I2U

11 Contented Employees 3X Revenue Bill Catlette & Richard Hadden 3XProfits Culture and Strategy Alignment4X Revenue Growth John P. Kotter & James L. Heskett 12X Stock Value 100X Net Income Growth Involvement 3X ROE Denison Consulting, High Trust3X ROE Stephen M. R. Covey Focus on All Stakeholders 4X Revenue Growth Harvard University Disengaged to Engaged Employees $250 Billion - $1 Trillion Profit Gallup – ‘How Full is Your Bucket?” Improvement Opportunity…USA Cost of Complexity & Related Stress $1.1 Trillion …USA Bill Jensen – “Simplicity.” Engaging Human Capital is a Great Business Decision! Companies Utilizing the Listed Actions Outperform Those Who Do Not ! Companies Utilizing the Listed Actions Outperform Those Who Do Not ! “I2U” 17

12 If everyone would focus on making the world better…“Leave it better than you found it”… It would be a perpetuating gift! No matter what your major…Your legacy…Your perpetuate gift!No matter what your major…Your legacy…Your perpetuate gift! Step #1…Focus on something larger than YOU! Step #2…Focus on something larger than YOU! 16 I2U

13 “Purpose” has become an “In Vogue” word. “Purpose” has become an “In Vogue” word. “Living with a Purpose” “The Purpose Driven Life” A “Purpose” is larger than “YOU!” “Meism” is the enemy of “Purpose!” “Purpose” Adds Value to Something Larger than “YOU!” “ME!” Majority…walk/march to the beat of “ME!” 15 I2U

14 Dee Hock – Founder & CEO Emeritus of VISA… “Birth of the Chaordic Age.” Chaord (kay-ord)…Seamless blending of chaos And order. Chaos/disarray…Precludes order…ego, envy, greed, and ambition…drive disarray. “Society and the biosphere are increasingly in disarray?” “Me” focused traits ! Organizations are increasingly in disarray! 14 I2U

15 The New American Workplace James O’Toole and Ed Lawler Despite a recent surge in productivity growth…2005 United States now ranks 8 th in the world vs. 1 st in (Now 11 th ) 13 This drop is significant…Productivity growth is perhaps the best single indicator of a nation’s economic health. Our general conclusion is that, in far too many instances, the United States is attempting to implement tomorrow’s competitive strategies with yesterday’s managerial ideas.

16 Replace “Me” with “Disarray” Trade: Ego for Humility Envy for self control Greed for time Ambition for Liberty 12 I2U

17 “Leaders in good-to-great companies have both ‘personal humility’ and a ‘ferocious and terrifying will’…first and foremost for the cause, the work – Not Self. I once thought these leaders were ‘freaks of nature’ but now I believe they are All Over The Place… the problem is We keep giving the keys to The Wrong People.” Jim Collins author of “Good to Great” at the 2003 SHRM National Conference 11 I2U

18 Executive Characteristics They see themselves and their companies as dominating their environment.They see themselves and their companies as dominating their environment. They believe their interests are the company’s interests.They believe their interests are the company’s interests. They think they have all the answers.They think they have all the answers. The eliminate anyone who is not behind them 100%The eliminate anyone who is not behind them 100% They are obsessed with the limelight.They are obsessed with the limelight. They underestimate obstacles.They underestimate obstacles. They rely on what worked for them in the past.They rely on what worked for them in the past. Place company before self.Place company before self. Get right people on board, who possess “Good to Great” qualities.Get right people on board, who possess “Good to Great” qualities. Confronts honest truth about capabilities.Confronts honest truth about capabilities. Unrelenting focus on core competency/strengths.Unrelenting focus on core competency/strengths. Culture of execution.Culture of execution. Technology as an accelerator.Technology as an accelerator. Gathering momentum vs. short term spinning.Gathering momentum vs. short term spinning. Seven Habits of Spectacularly Unsuccessful Executives… Sydney Finkelstein – “Why Smart Executives Fail Characteristics of “Good to Great Leaders – “Good to Great”…Jim Collins 10

19 70% of senior executives are alpha males… bold, demanding, self confident, high intellect, aren’t happy unless top dogs, get stressed if tough decisions are not in there hands, independent action orientated, think fast not good listeners, speak alpha speak and if do not speak alpha speak think dumb, have opinions on everything and they are right, do not admit mistakes. Manipulate, Maneuver, and Muscle! 9

20 As a general rule, the society in the USA finds more manipulating, maneuvering, and muscling, than value adding actions. As a result, we find our ability to compete in an increasingly global economy is decling….Our economic dominance is being eroded. (The USA is now 11 th in the annualized productivity growth As a result, we find our ability to compete in an increasingly global economy is decling….Our economic dominance is being eroded. (The USA is now 11 th in the annualized productivity growth) Everyone needs to step up their focus (responsibility and accountability) on economy strength vs. personal wealth accumulation. 8 I2U

21 As a general rule, productivity gains are process or procedural driven changes. Many productivity attempts are top down imposed manipulations, maneuvers, or musclings. “ The Right to Do” vs. “Doing What is Right!” 7 I2U

22 Contented Employees 3X Revenue Bill Catlette & Richard Hadden 3XProfits Culture and Strategy Alignment4X Revenue Growth John P. Kotter & James L. Heskett 12X Stock Value 100X Net Income Growth Involvement 3X ROE Denison Consulting, High Trust3X ROE Stephen M. R. Covey Focus on All Stakeholders 4X Revenue Growth Harvard University Disengaged to Engaged Employees $250 Billion - $1 Trillion Profit Gallup – ‘How Full is Your Bucket?” Improvement Opportunity…USA Cost of Complexity & Related Stress $1.1 Trillion …USA Bill Jensen – “Simplicity.” Engaging Human Capital is a Great Business Decision! Companies Utilizing the Listed Actions Outperform Those Who Do Not ! Companies Utilizing the Listed Actions Outperform Those Who Do Not ! “I2U” 6

23 Trusting, contented, engaged, involved, and aligned organizations are not manipulated, maneuvered, or muscled. Great organizational strength comes from willingness to accept accountability and responsibility from within vs. driven/directed from above from above! Great organizations have a great Collective competitive mindset! Culture! 5 I2U

24 Cult or Culture? CultCult –Powerful individual or small group-set direction and make decisions –Organization acts out of fear –Information often not shared Organization afraid to speak openly (Lack of Reality) Mistakes recognized but not passed upward Communication is a one way rhetoric flow –Success attributed to the “few” –Inequality in people –Control, permission must be granted –Data based logic –Illusions of greatness CultureCulture –Ideas from many cultivated by leaders –Organization acts out of knowledge and alignment –Knowledge deep in the organization –Organization values ideas –Understand that mistakes must happen to advance –Primary communication is one on one interchange –Success credited to “all” –Everyone is of equal value –Freedom, authority is delegated –Emotions engaged –True awareness Adapted from the Leader to Leader article, “Leadership Cults or Cultures” - #28 Spring 2003 – Anne Deering, Robert Dilts, & Julian Russsell 4

25 The Culture And Capabilities Of Your Organization Is A More Important Source Of Sustained Success Than Size, Industry, Markets Serviced, Strategy, Or Market Position. (Study of the culture can predict the future success of a company) “ The Human Equation: Building Profits By Putting People First” by Jeffrey Pfeffer 3 I2U

26 Responsible and accountable people understand and accept… Reality! Without reality…decisions only have a random probability of being right! 2 I2U

27 Responsible and Accountable people focus on … Potential vs. Success! Success is measured based on the past…potential is based on what is possible 1 I2U

28 Responsible and Accountable people: -Deemphasize “Me.” -Accept reality. -Let go…Make and hold everyone responsible and accountable. -Do what is right. Trusting, Contented, Engaged, Involved, and Aligned organizations. I2U


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