Driving Leader Engagement by Building a Strong Community of Leaders

Jeffrey MillsGlobal Learning & Performance Manager, Amgen

Vince Molinaro, Ph.D., Managing Director, Leadership Solutions, Lee Hecht Harrison

Agenda

• Leadership Accountability & Employee Engagement• The ShoreTel Story• Q&A

LEADERSHIP ACCOUNTABILITY & EMPLOYEE ENGAGEMENT

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Leaders who demonstrate a bias for:•getting important work done•always moving things forward, and •taking personal ownership for one’s words, actions and outcomes

Most believe Leadership Accountability is a critical business issue…

Leadership accountability is a critical business issue in my organization

My organization has clearly communicated our leadership expectations to our leaders

We have a high performance culture with highly engaged and productive employees

Our leaders demonstrate a high degree of commitment to their role as leaders, not just

their functional or technical roles

Now, on a scale from 1 to 5, where 1 is strongly disagree and 5 is strongly agree, please tell us how much you agree or disagree with the following statements.

The Top 5 Behaviors that Define Accountable Leaders

1. Hold others, including their team (direct reports), accountable for high standards of performance

2. Tackle tough issues and makes difficult decisions

3. Act in the best interests of the organization, rather than for themselves or their team/department

4. Work collaboratively with peers to break down silos and align the efforts of teams across the organization

5. Express optimism about your business and its future

3 Things Industry Leaders do Better than Others to drive a Culture of Leadership Accountability

Culture of Leadership AccountabilityBy Net Difference Between Industry Leaders and Those Average and Below

3 Organizational Practices Industry Leaders focus on to make their Leaders more accountable

Organizational Practices By Net Difference Between Industry Leaders and Those Average and Below

Polling Questions• Leadership accountability is a critical business issue in my

organization• My organization has clearly communicated our leadership

expectations to our leaders• We have a high performance culture with highly engaged and

productive employees• Our leaders demonstrate a high degree of commitment to their

role as leaders, not just their functional or technical roles

TABLE TOP DISCUSSION

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THE SHORETEL STORYLeadership Business Review

ShoreTel’s LBR Objective• Leadership Business Review (LBR) is ShoreTel’s community of

leaders.– Focus on strategy and building a strong culture where leaders

demonstrate trust, alignment, clarity and commitment to business strategy.

Are Leaders Onboard?

Leadership Contract at ShoreTel

My Top 5 “Leadership Contract” Tips

1. Start at the Top. Start with the Business Results.

2. Customize and Cascade Key Concepts

3. Have Fun! - Sign it, frame it, and display it!

4. Integrate Lessons Across the Network

5. Measure and Course Correct

The Way Forward• LBR participants connected to the four terms to their own

roles.• Create LBR learning path to support needs identified by

community of leaders.• Strong Community of Leaders exercise used to identify issues

and topics for future LBR meetings.– Repeat survey every 6 months to leaders

Thank You.Any Questions?

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