Engagement is the Reward for...
Transcript of Engagement is the Reward for...
Engagement is the Reward forEmpowerment
Parker High Performance
Presented byLorinda BaldwinDirectorEmpowerment and Parker Operating Protocol
AgendaParker’s Empowerment/Engagement Journey
First Be a Business Person
Leaders Understand the Real Objective
Profit and Empowerment Are Synonymous
Compliance vs. Commitment
Life as a Leader – An AND Culture with feedback that matters
Win Strategy
Goals #1 PremierCustomer Service
FinancialPerformance
ProfitableGrowth
STRATEGIES
Internal
Acquisitions GlobalizationDelivery of Quality Product
on Time
Value Added Services
Best Systems-PHconnect
Suppliers STRATEGICPROCUREMENT
Operation LEAN
Customers STRATEGICPRICING
European Initiatives
Innovative Products
Systems Solutions
Strong Distribution
Vision The #1 Motion & Control Company
Empowered Employees
Empowerment at ParkerEMPOWERED EMPLOYEES decide, within agreed-upon boundaries, the best course of action to provide premier customer service and improve the business.
EMPOWERING LEADERS create an environment that encourages employees to think creatively, learn continuously, and deliver results that support all stakeholders.
EMPOWERED PARKER EMPLOYEES execute the Win Strategy by taking responsibility and acceptingaccountability for results and support a culture of inclusion and respect for the contribution of every person.
pg 9 Leader Workbook
5
Goals #1#1 PremierCustomer Service
FinancialPerformance
ProfitableGrowth
Vision The #1 Motion & Control Company
STRATEGIES
Internal
Acquisitions GlobalizationDelivery of Quality
Products on Time
Value Added Services
Best Systems-PHconnect
Suppliers STRATEGICPROCUREMENT
Operation LEAN
Customers STRATEGICPRICING
European Initiatives
Innovative Products
Systems Solutions
Strong Distribution
Win Strategy
Empowered Employees
Can our people identify with us in the same way?
Empowered Employees Aligned with Parker values
High performance teams and leaders Inclusive Culture
Accountability
Empowered Employees
High Performance Teams and Leaders
Our teams build flexible organizations, facilitate collaborative decision-making and
problem-solving and provide increased innovation and creativity for our customers.
Empowerment Attributes
Empowered Employees
Aligned with Parker ValuesOur values are the principles that guide our behavior in all that we do – in the ways we
treat each other, in our interactions with customers, and in our leadership practices.
Inclusive CultureOur culture is one where people, regardless of their roles, believe their similarities and differences as individuals and teams are
valued and respected.
High Performance Teams and Leaders
Our teams build flexible organizations, facilitate collaborative decision-making and
problem-solving and provide increased innovation and creativity for our customers.
AccountabilityOur employees are committedto deliver the value and resultsall of our stakeholders expect.
I
ManagementDecides, Then
Informs Employees
• Telling
• Directing
• Management is accountable and responsible
• Management is in control
• Employees are told about decisions
II
Management Gets Employee Input Before Deciding
• Selling
• Coaching
• Employees’ ideas harnessed as input to decisions
• Employees are consulted and have input into decisions
III
Employees Decide and Recommend
• Participating
• Facilitating
• Accountabilities are clearly shared
• Employees must consult management before acting to get approval
IV
Employees Decide and Act
• Delegating
• Liaising
• Employees are accountable and responsible
• Employees can set direction and take action without approvals (within boundaries)
The Empowerment Continuum
Management Control
Shared Control
Ref: Facilitating With Ease, Ingrid Bens pg 10 Leader Workbook
GroupCoordinator
LeaderTraining
TeamOrientation
GettingFocused
High Performance Teams Roadmap
HighPerformanceLeadership
(3-day training)
Facilitator
Coach
Teacher
High Performance
Teaming (1 three-hour orientation)
Team Development and Maintenance
SiteCoach Team Leader with support from Site Coach
Team Chartering
(4 one-hour team sessions)
Purpose Statement
Team Goals
BoundaryConditions
GroundRules
Build Team Skills (5 one-hour team sessions)
Communication DecisionMaking
MeetingManagement
Feedback ConflictResolution
Build Technical and Problem Solving Skills• Functional expertise• Business acumen
• Lean• 10 Step
• Six Sigma• etc.
MaintenanceTeam levelRegular Team Improvement Meetings• Conduct team assessment• Renew the Team Charter• Give and receive feedback
Individual levelRegular one-on-one team member interviews• Planning• Coaching• Feedback
Regular Problem Solving at all Levels
pg 1 Leader Workbook
Contrasting Leadership ApproachesDirective Leader Collaborative Leader
Defining Behavior Controls Involves
What They Do
• Makes decisions for others• Tells subordinates what needs to
be done and expects them to follow instructions
• Shares decision making with others
• Consults with team members and considers their suggestions
What They Believe
• “My way or the highway”• Employees:
– Dislike work– Try to avoid responsibility– Prefer to be directed
• “Two heads are better than one”• Employees:
– Can enjoy work– Are capable – Can use creativity and
ingenuity to solve problems
Can Cause EmployeesTo Feel…
• Underutilized• Resentful• Apathetic
• Committed• Appreciated• Engaged
What They Achieve Temporary Success Sustainable Success
pg 13 Leader Workbook
AgendaParker’s Empowerment/Engagement Journey
First Be a Business Person
Leaders Understand the Real Objective
Profit and Empowerment Are Synonymous
Compliance vs. Commitment
Life as a Leader – An AND Culture with feedback that matters
Man on the Moon
Parker’s Values
“I would like to challenge each Parker employee to not only understand these values, but to live them in everything that we do—in the ways we treat each other, in our interactions with customers, and in our leadership practices.”
- Don Washkewicz
Our Values
We are Parker…Our business is founded in a history of fair dealings, and listening to our customers and employees. We believe our future growth is assured by honoring that tradition of excellence and by ongoing adherence to our core values.
Our Values
Winning CultureWe insist on integrity, honesty, respect and ethical behavior. We welcome and encourage diversity in all aspects of our global business. We seek to raise the standard of living through responsible global stewardship.
Our Values
Passionate PeopleWe are empowered –every idea counts and every role has a voice. We are dedicated and realize the value of our collective efforts. We believe our strength comes from the relationships we establish with each other, our customers and the world we serve.
Our Values
Valued CustomersWe aim to delight our customers by partnering with them and responding to their needs. We know our success is only possible through increasing our customers’ productivity and profitability, thus ensuring their success as well. We are committed to serving our customers through innovation, value creation, and the highest quality system solutions.
Our Values
Engaged LeadershipWe lead by example, demonstrating our values in all circumstances and at all times. Our experience and abilities are the foundation of Parker’s operational excellence. We hold ourselves accountable for achieving the results our stakeholders expect. We listen to and encourage one another and take pride in our growth and accomplishments.
Our Values
We believe that by adhering to these guiding principles our company will remain the global leader in motion and control technologies. Above all, we believe that through our talents and our products, Parker can make a meaningful difference in our communities and in the world.
We are Parker . . .
First Be a Business Person
• Profit is the language of business• The more people know about finances, cost,
and the business the better empowerment will work!
AgendaParker’s Empowerment/Engagement Journey
First Be a Business Person
Leaders Understand the Real Objective
Profit and Empowerment Are Synonymous
Compliance vs. Commitment
Life as a Leader – An AND Culture with feedback that matters
Key Leadership Roles
For our purposes in helping you lead teams more effectively we will focus on three different leadership roles/styles:
1. Teacher – shares their knowledge and skillwith others
2. Coach – provides positive support, guidance, and feedback in order to build capability in others
3. Facilitator – guides group process and provides leadership without taking the reins
pg 37 Leader Workbook
Taking Your Team Forward1. Purpose Statement2. Team Goals3. Ground Rules4. Boundary Conditions5. Communication6. Decision Making7. Making the Most of Meetings8. Giving and Receiving Feedback9. Managing Conflict
GettingFocused
BuildingTeamSkills
These four elements will be combined
to form a team charter
Applying the Model to Your Teams
Are you teaching your team membersTo be Business Partners?
Do you measure labor effectivity to give yourTeam members the best chance to contribute?
Are your team members distracted from theirBest productivity because they feel unheard andUnder-valued?
Do all of your leaders understand the real objective?
AgendaParker’s Empowerment/Engagement Journey
First Be a Business Person
Leaders Understand the Real Objective
Profit and Empowerment Are Synonymous
Compliance vs. Commitment
Life as a Leader – An AND Culture with feedback that matters
Average HPWT
Division
Average Non-HPWT
Division
ROS FY08 15.0% 8.4% FY09 14.0% 5.4% FY10 16.0% 6.8%
Customer Service FY08 89.2% 88.0% FY09 93.5% 92.3% FY10 91.6% 89.7%
Productivity FY08 238.4$ 266.4$ FY09 224.8$ 242.7$ FY10 264.0$ 256.9$
Inventory to Sales FY08 $0.155 $0.302 FY09 $0.141 $0.267 FY10 $0.138 $0.322
25
Filtration Group – Empowerment Update
Consistently higher %’s
6.7% increase
19.0% decrease
10.7% increase
3.6% decrease
11.3% decrease 6.6%
increase
26
FY08 FY09 FY10 FY11 FY12 FY13
90 Locationsin 8 countries
153 Locations2,500+ Active Teams
IndiaKoreaThailandAustraliaJapanSingaporeHong Kong
EMEASales Companies16 Countries
200 Site Coaches20 Countries
ChinaStrategy
FY14
Apodaca, MXMost awardsHighest Int’l Award
AgendaParker’s Empowerment/Engagement Journey
First Be a Business Person
Leaders Understand the Real Objective
Profit and Empowerment Are Synonymous
Compliance vs. Commitment
Life as a Leader – An AND Culture with feedback that matters
Energy Water FoodPollution
Poverty Terrorism and War Disease
Education Democracy PopulationSmalley, 2004
Purpose – Greatest Challenges Facing Humanity
30
Win Strategy Tools for Results
Process Control Continuum
Compliance
Performance
Leadership is Choice!
IMPA
CT
TOPe
ople
IMPA
CT
TOB
usin
ess
IndignationIndignation Empowerment
AgendaParker’s Empowerment/Engagement Journey
First Be a Business Person
Leaders Understand the Real Objective
Profit and Empowerment Are Synonymous
Compliance vs. Commitment
Life as a Leader – An AND Culture with feedback that matters
Expectations of Leaders
Overcoming Barriers to Success
Policies for Unique Occurrences
Parker is a values-based company. A basic
principle embedded in our core values is our
commitment to honesty and integrity. We
honor this commitment by leading with
character and acting with virtue. Virtues are
our universal language. They transcend
culture and geography. Living our values
requires us to act with virtue in all aspects of
business in all regions of the world.
New VPof Ethics & Integrity
Virtue – Aiming at the Good.
38
Win Strategy Tools for Results
Process Control Continuum
Compliance
Performance
Leadership is Choice!
Use your power to