UNIT 3 UNLEASHING TALENT AND LEADING ACROSS GENERATIONS 10 27 2013 CAREER TIDBIT taking responsibility of your day Manage time wisely Make sure on time early Prioritize day for each of goals long and short term CAREER TIDBIT use your time wisely Don t get distracted by emails texting easy to be like well I came to class but they re on they re phone the whole time Coming to class is cheap way to study for exams Writing stuff in color helps remember things better as well Pen in one color go in and write back in another color Don t be that employee that s always on Facebook The busiest person does not win be wise pay careful attention to how you spend your time I wonder who s coming to my party tomorrow night I wonder who emailed me Do all bs stuff at end of day rather always worrying about it Those born in 1980 1985 waste 4x more time than those born between 1930 1940 o 80 85 people sap technology o 30 40s people were very productive work on time productive o 64 of people waste up to 1 hour of their job of population o 22 of pop waste up to 2 hours a day people on cell phones chit chattin with employees people work harder to avoid work sometimes DISNEY will go up and take naps on the rafts Bad o 14 waste up to 3 hours day oh I need to get water oh I need to check my status oh those with bachelor s degrees are the worst offenders I need to take a lunch snack get in graduate from college get into job and always sub thinking about what s on grocery list what should I get for John for his birthday be productive at your job Some companies do such a great job at becoming magnets for great employees training orienting etc Some companies product oriented v time oriented Having system in place where excellence is built in Also need to lead people that work for us Liz Wiseman speaker author Bachelors degree in business mgmt and fdalfjl Brigham LEADER in LEADERSHIP Owns Wiseman group Video book Multipliers o They do leadership training for companies o multipliers book trailer video YouTube 2 30 min video o prob going to be on test REWATCH THIS VIDEO o feeds into coveys concept of unleashing talent o can t manage org serv and have excellence serv if don t look at unleashing talent and having employees give their best talent o what is the fate of the smart and talented Corporate just gents new leaders Did you ever work around who makes your feel smarter MULTIPLIERS o people that make you feel dumb DIMINISHERS o why do some leaders drain intelligence while others amplify o Multipliers act as talent magnets liberators challengers debate makers investors o Who do you want to work for and why do you want to work for it them o Talent magnet what is it o Liberators give us freedom o Debate makers people don t want a yes person Danny Myers surrounds himself with people who question he is a debate maker o Workforce essentially doubles for free o Be a ravenous reader multipliers book o Multipliers make you feel like you can do anything amplify intelligence o Diminishes you re the worst person that I ve seen try this You shouldn t work do this anymore two questions you can ask when can you jump and how high can you jump what Lewis boss said once UNLEASHING TALENT Call for greatness video didn t work mind set Call and need of a new era is for greatness tapping into the higher reaches of human genius and motivation n requires leaders to have anew mind set skill set and tool set Covey voice conversation affirm worth and potential performance conversation clarify expectations and accountabilities clear the patch conversation the source of help mediocre leader I need to constantly motivate and manage my people to get results great leader my job is to release the talent and passion of our team toward our highest priorities Covey wants you to be a great leader To unleash talent As great leader internal message is definition above Wiseman says going ahead and being multiplier is same thing as great leader 10 27 2013 Unleashing Talent JMT Just my time Employee recognition employee of the month No standards as to how EOTM is chosen Organizations who look around the room and see who they want to remain an employee so they will give it to them 4 points o validity no favorites o sustainable o handle size of organization appropriately o think outside the box rewards video track 4 minute mile scissor kick pole vaults Jack Welch 1 Voice affirm worth and potential 2 performance 3 clear the path be the source of help Conversation characteristics Every time you open your mouth you create culture Can be formal informal short or long These convos are more important to results than most other convos you have as a leader You are having them already whether consciously or not look constantly for opportunities to turn a normal conversation into a leadership one GUEST SPEAKERS 10 27 2013 Management recruiter Pappas restaurants Tammy Ledyard Stacy Rauber Management recruiter Pappas restaurants Manager Pappadeaux seafood kitchen Tammy management development corporate Internally develops recruits 3 recruiters for 100 restaurants promote 80 of leaders within restaurants originally planned on being an actress on broadway plan b hospitality mgmt what not to do didn t initially interview for position when asked to didn t think it lined up with what she wanted to do with her career took her husband to be like you know what maybe you should step up and out 7 years later she s recruiting for pappas Stacy Went to perdue For hospitality program Pappas She always knew she wanted to be in restaurant business but knew she was talented and had a lot to offer she knew she wanted to do more She thought that was such a great position keeps her young and in the know 8 companies privately owned a little over 100 restaurants 2 pappas bros are very involved vertically integrated everything done w in restaurant have own bakery landscaping team own maintenance own they want to keep it within the family warehouses very rarely do we ever call out for someone mostly do everything for themselves employ a lot of employees Structure and training o Very structured company system procedure and handbook for EVERYTHING for 4 months o Training they take seriously Work your way up to manager o Servers train for 2 weeks before even put on the floor o Volume 450 seats in majority of their restaurants they re always on wait list o quality of food o quality of service greatly on scratch kitchen mayo rubs on steaks etc expects a lot of their waiters to treat their