Creating Our Common Wealth Supporting the Growth of Others June 13, 2017

Purpose To learn mindsets, tools and skills that are essential to helping people develop In a way that is hands on, practical and fun So that you have increased capacity to support the growth of others, no matter who they are

Whose Development Might You Support? Think of two people whose growth you’d like to support (friend, co-worker, client, boss, child, partner, subordinate) For each person, think about what you see in them that motivates you. What possibilities do you envision for them? Share with a partner

Your Role as a Catalyst for Growth Actions Tools Select the right person Connect talent to opportunity Motivate the person Commitment/Compliance Continuum, Prime for Growth Mindset, GROW Model Set clear expectations & establish accountability Requests & Promises, delegation Support their development Weekly 1:1s, performance feedback, acknowledgment

Connect Talent to Opportunity “A recurring pattern of thought, feeling, and/or behavior that can be productively applied.” Opportunity “A set of circumstances that makes it possible to do something.”

Commitment-Compliance Continuum Genuine Compliance "What a great idea! What can I do to help you?” Formal Compliance ”Of course I'll do what’s required. I will follow the rules exactly, no more, no less." Grudging Compliance "I wouldn’t want to lose my job, so I’ll do as little as I can get away with." Non-Compliance "Right. Ask me about it again next month." Commitment "Wow! Where do we start? Who else do I know who can help us?” Compliance Malicious Compliance "You want compliance? Fine. I’ll find the opportunities where compliance will really screw things up!” Adapted from Peter Senge, The Fifth Discipline

Moving Toward Commitment True Commitment: True commitment arises only from free choice Commitment creates a ripple effect To Build Commitment and Improve Compliance: Be committed yourself, and show it (contagious) Tell the truth (builds relationship of trust) Give enough of the big picture (enables initiative) Where possible, make a request (clear request) Listen for the answer, seek a promise

Growth Mindset Improve Developing skills Performing better than you did before I’m getting better, improving my skills Neuroleadership Institute

Fixed Mindset Prove Demonstrating skills Performing better than others Gotta show them how good I am! Neuroleadership Institute

Practicing a Growth Mindset Do Less Do More Praise success Praise progress Focus only on results Focus on results and growth Ask what has been done Ask what has been learned Set goals with little challenge Set goals that are a stretch Neuroleadership Institute

Purpose of Delegation that Develops & Delivers To distribute work In a way that … So that Tasks are successfully accomplished by the people whose task it is People grow and develop their capacities We accomplish more than any one person can do

Baselining Delegation Identify a specific situation where you assigned someone a task. In pairs, simulate what you said when you delegated the task. Check: Partner briefs back what they understood.

Requests & Promises Strong Requests are Clear & Complete: Question, not a statement Will you vs. Can you Specific Promises: Yes No Commitment to Commit Counteroffer

Paired Exercise Return to your delegation example: Where were you on the commitment-compliance continuum? How strong was your request? How strong was the promise you received? What could you have done differently?

Responsibilities of Requester and Receiver Responsible for making strong request, clear & complete Listening fully to the response Jointly responsible for ensuring clarity of promise Establish information flows to track progress Assess the delivered result and give feedback Receiver: Jointly responsible for ensuring that the request is fully understood, that it is clear and complete Make a promise, or don’t, but be clear Communicate progress along the way Deliver the accomplished result and report completion Both take 100% responsibility!

Delegation That Develops & Delivers: Key Points Important Qualities: Meaning (connects to purpose and meaning) Reliable (task accomplished) Visible (you know it’s on track along the way) Sustainable (building capacity, relationship, the monkey) Builds: Ownership, Engagement, and Energy

Weekly 1:1’s Create Trust & Safety Thanks for taking the time to talk. You had a great week last week, overcoming your challenges and meeting your numbers. I appreciate your effort—it contributed to the team meeting its goals! Purpose: Big Picture (WIIFT) & Specific I’d like to do our weekly 1:1. What’s on your agenda today? Past & Present: Actions & Reflection What outcomes are you working towards? (include longer range goals) What % have you completed? What challenges have you overcome or are currently faced with? What’s been working for you? Future: Next Steps Anything you need to do differently going forward? What would it take to reach 100% this week? What support do you need in order to do that? © Way To Go! 2016

Engagement through Acknowledgment General Great job! Specific (focus on effort) You took the time to get to the bottom of things and made it a priority, even when you were busy. Impact That saved both me and the team a lot of time and frustration, and allowed us to meet our goals. © Way To Go! 2016

Am I Inadvertently Thwarting Growth? Get in groups of three. Brainstorm all the ways your growth has been thwarted by someone who was trying to support you. Debrief as whole group. Now, here’s the challenge: Each person pick one way you could be thwarting someone else’s growth: What will you do instead?