Are you having a hard enough time just getting employees through the door in this era of record-low unemployment? The last thing you need is for those hard-fought workers not to live up to their potential. What’s the solution? A cutting-edge corporate leadership philosophy suggests you can motivate, empower, and inspire employees by utilizing a concept called “discretionary effort.”
Karla Brandau, one of the founders of the discretionary effort movement, invites you to attend this in-depth, all-day virtual boot camp to explore how to boost employees’ engagement, performance, productivity, and work satisfaction. This webinar is aimed at managers who are trying to both improve organizational culture and optimize the employee work experience. Brandau puts the puzzle together and gives you the tools to become the leader people choose to follow.
This information-packed audio event will lead you through specific actions to take to establish a human-led value culture. Learn to focus on the sensitive and critical touchpoints between managers and employees—and create a work environment that moves employees from givers of minimal effort to strong, productive contributors.
Brandau literally wrote the book on discretionary effort. Here is what she can teach you:
The RossBrandau Discretionary Effort Leadership Model is a comprehensive culture-change model. It provides professional development for every manager and improves the difficult conversations between a manger and an employee.
Discretionary Effort is the difference between the level of effort, creativity, and problem solving one is capable of bringing to a task, versus the minimum effort required to just get by or make do, and still receive a paycheck.
Each day, when an employee walks in the office door (or logs in remotely) and starts work, that employee makes a choice whether or not to give discretionary effort. It takes a special kind of leader to earn the gift of discretionary effort.
In this session you will learn:
In the course of our research, we found that integrity routinely formed the basis of company values, which makes sense. Without integrity, there is no trust. With a combination of trust and integrity, the RossBrandau Leadership Model works in any organization.
When you become aware of the importance of a foundation of integrity to the productivity and morale of your company, you see your deficiencies in integrity that were invisible to you before. Employees want to work in organizations that are known for integrity. They want to be trusted and know they can trust their managers and leaders. Organizations known for integrity are human-led value organizations that place high worth on the individual and encourage truthfulness.
In this session you will:
As the base of the pyramid shows, the second foundational principle running parallel to integrity in the RossBrandau Leadership Model is gratitude. Gratitude is a foreign notion in organizations that work from the do-more-with-less philosophy.
In the course of every day work, opportunities arise that if acted on by employees will take the organization to the next level. When the actions are acknowledged and gratitude is expressed, people pay attention and are rejuvenated in mysterious ways.
Providing employees with a work environment where they feel safe from external and internal threats is the first level in the RossBrandau Leadership Model. Safety and security are essential to the other leadership levels.
Safety is the way organizations define, implement, and prevent internal threats such as accidents, the spread of communicable diseases, slips and falls, back injuries, etc. in the workplace. It comes from the Latin word salvus, which means healthy.
Security refers to the way organizations detect, prevent, and respond to external threats such as theft, sabotage, and terrorism. It comes from the Latin word secure which means free of concern. Accordingly, a workplace that is security- and safety-conscious is designed to create a healthy environment free of concern.
When employees feel safe, they are free to give discretionary effort and concentrate their energies on innovating, cost cutting, customer service, solving problems, and improving processes—not protecting themselves from bodily harm or injury. Thus, the return on investment for safety and well-being initiatives is increased profitability.
Once employees feel safe and secure in the company’s office building and perceive the company cares about their well-being, they move to Level Two on the Discretionary Effort pyramid, Social Acceptance. They look to their manager and their team members to find acceptance as individuals.
Each employee contributes to the social environment. As people move in and out of the company, the social environment changes, which explains why Leadership Level 2, Social Acceptance, involves living, breathing assets and is central to the health of the organization. Creating a company culture that moves and stretches to people’s personalities and strengths provides a huge opportunity for organizational stability.
All people crave to be respected and accepted for their authentic identities and inherent traits. When employees are socially accepted and recognized in positive ways, they are free to focus their energies on solving problems, not worrying about psychological harm or personal rejection. Social acceptance removes fear, promotes stability, and frees employees to be top performers.
You will understand:
The third level of the RossBrandau Leadership Model, Rational Alignment, can be defined as providing the leadership umbrella of mission, values, vision, goals, objectives and strategy so employees can rationally align with the organization.
Alignment is a word used in many professions. In the chiropractic world, the spine must be aligned for optimal health. In the automotive industry, tires must be aligned according to the manufacturer’s specifications. When a car’s tires individually point too far in or too far out, they work against each other promoting premature tire wear and increasing fuel usage.
In physics, the alignment of electrons is what makes material magnetic. If half of the electrons spin one way and the rest spin the other way, they will neutralize each other and the material will never be a magnet.
When employees in different units in the organization are spinning in opposite directions or pointing in different directions, they are working against each other and are not aligning. Aligned employees become magnets that attract customers, build the brand, and improve marketplace positioning. Alignment is critical to the success of the company as it not only turns employees into magnets but it drives productivity and increases value creation.
You will learn:
PLUS: You will learn how using Microsoft Outlook improves rational alignment.
This session will be correlated with Microsoft Outlook and you will learn the features in Microsoft Outlook that help you:
Using technology to manage some aspects of your interactions with employees is a smart thing to do. In this module you will learn how to use the Task folder and Contacts. Your learning includes how to:
PLUS: You will learn the secrets for documenting conversations in Contacts.
A study by the North Carolina State Office of Personnel found that highly committed employees perform up to 20 percentile points better than less committee employees and are 87 percent less likely to leave the organization than employees with low levels of commitment.
Leadership Level 4 deals with this mysterious quality called emotional commitment. The goal is to lead employees through the steps from being a worker who just works for a paycheck to one that emotionally commits to the organization and gives discretionary effort.
If an organization aggressively pursues and implements the first three levels of the RossBrandau Discretionary Effort Leadership Model, Emotional Commitment and Authentic Contribution will naturally follow.
You will learn:
Just as people in organizations struggle understanding integrity, they also struggle to understand authentic contribution. Leadership Level 5 describes authentic behaviors on both the managerial and the employee level.
You will understand:
In the martial arts, the goal of Kata, or the practice of form and repetitive actions, is to make proven techniques of self-defense automatic. This is illustrated in the “wax on, wax off” exercise made popular in The Karate Kid movie. Applying Kata to the development of discretionary effort means practicing in a repetitive manner the skills and abilities needed to build credibility, integrity, and superior relationships on a daily basis.
You will be challenged to identify and choose two or three specific actions you will take on a daily basis until those actions become easy and automatic to you.
You are invited to share your success with AudioSolutionz.
Who Should Attend:
Karla Brandau is a leading authority on time management and team productivity in the workplace. She specializes in combining the power of time management with technology, especially using Microsoft Outlook as a tool to help individuals “get it all done” in less time. She is the CEO of Workplace Power Institute (www.workplacepowerinstitute.com), and she has educated managers with her proven time management and Microsoft Outlook productivity systems in companies such as Motorola, Coca-Cola Enterprises, Panasonic and BYD America.
Karla’s time management with Microsoft Outlook workbook, Have More Day at the End of Your Day, is a valuable guide for anyone wanting to know how to use the power of technology to leave work on time. She is also the author of 101 Time Management Tips for Busy Professionals and Email Survival Skills. She writes a monthly informational newsletter, maintains a blog, and has authored many articles for digital information sites and magazines.More Info