Start With Why Matt...Matt\爀屲The Golden Circle\ 尩\爀屲With that in mind, we’d like to...
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Start With Why
Transcript of Start With Why Matt...Matt\爀屲The Golden Circle\ 尩\爀屲With that in mind, we’d like to...
Start With Why
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Matt
You are the coach of a young sports team. Your team has done very well this season.
They’ve won the local and regional championships and advanced to national competition.
The invitation to the ‘nationals’ includes an all-expense paid trip to Disney World as well as new team uniforms. The kids are ecstatic.
Dilemma: There are 15 kids on your team and only 12 may travel and participate on the national team. As coach, you have to decide which three kids do not travel/participate. How would you go about making your decision?
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Matt
THE GOLDEN CIRCLE
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Matt The Golden Circle(1) With that in mind, we’d like to introduce you to the framework for the concepts we’ll be exploring today. How many of you are familiar with Simon Sinek? How many of you have watched his TED talk called ‘How great leaders inspire action?’ Great. I want to spend just a few minutes reviewing the concept of the Golden Circle so we’re all starting from the same place. Why is it that some leaders and organizations are able to inspire greater loyalty and engagement among their customers and employees alike? How are they are able to achieve and sustain inordinate amounts of success for years on end? Whether they realize it or not, all great and inspiring leaders and organizations think, act and communicate in the same way... and it is the complete opposite from everyone else.
WHAT Products sold, services offered or your role at work.
THE GOLDEN CIRCLE
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Matt The Golden Circle, WHAT Every single organization on the planet, even our own careers, function on three levels: What we do How we do it, and Why we do it. Every organization on the planet knows WHAT they do. These are products they sell or the services they offer. (Celery Test Story) Some organizations know HOW they do it. These are the things that make them special or set them apart from their competition. But very few organizations know WHY they do what they do. WHY is not about making money. That’s a result. WHY is a purpose, cause or belief. It’s the reason your organization exists. When those three pieces are aligned, it gives us a filter through which to make decisions. It provides a foundation for innovation and for building trust. When all three pieces are in balance, others will say, with absolute clarity and certainty, “We know who you are,” “We know what you stand for.” Every organization and individual knows What they do. For an organization, these are the products they sell or the services they offer. For an individual, it is their job title or roles.
HOW The things that set you apart from others who do about the same thing you do. Your values. WHAT Products sold, services offered or your role at work.
THE GOLDEN CIRCLE
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Matt The Golden Circle, HOW Some organizations and individuals know How they do what they do. They may call it their “differentiating value proposition,” “proprietary process” or “unique selling proposition (USP).” The Hows are an organization’s or individual’s strengths, values or guiding principles. These are the things they feel set them apart from their competition; the things they think make them special or different from everyone else.
WHY Your purpose, cause or belief. HOW The things that set you apart from others who do about the same thing you do. Your values. WHAT Products sold, services offered or your role at work.
THE GOLDEN CIRCLE
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The Golden Circle, WHY Very few people and very few organizations can clearly articulate Why they do what they do. Why is a purpose, a cause or a belief. It provides a clear answer to the questions, “Why do you get out of bed every morning?” “Why does your organization exist?” and “Why should that matter to anyone else?” Making money is NOT a Why. Revenues, profits, salaries and other monetary measurements are simply results of what we do. The Why is about our contribution to impact and serve others. The Why inspires us.
THE GOLDEN CIRCLE
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The Golden Circle(3) People naturally communicate from the outside-in; they typically go from what is easiest to understand to what is hardest to understand and explain. They tell people What they do, tell them How they are different or better, and then they expect a behavior like a purchase, a vote or support.
THE GOLDEN CIRCLE
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The Golden Circle(4) Leaders and organizations with the capacity to inspire all think, act and communicate from the inside-out. They start with their Why. When they communicate their purpose or cause first, they communicate in a way that drives decision-making and behavior. It literally taps the part of the brain that influences behavior.
THE GOLDEN CIRCLE + THE HUMAN BRAIN
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The GC and the Brain(1) None of this is opinion. It is all grounded in the tenets of biology. A cross-section of the human brain shows that its layout perfectly correlates with the three major components of The Golden Circle.
CLARITY OF WHY Your purpose, cause or belief DISCIPLINE OF HOW The things that set you apart from others who do about the same thing you do. Your values. CONSISTENCY OF WHAT Products sold, services offered or your role at work
THE GOLDEN CIRCLE
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Balance across The Golden Circle Not one part of The Golden Circle is more important than the other. What is important is that you START with your Why. The other thing you need to live your Golden Circle is balance across all three of Why, How and What. In order for you to bring your Golden Circle to life you need: Clarity of Why: if you don’t know your Why, you cannot expect anyone else to know it either. That includes your customers, employees. Media, everyone. Discipline of How: Your Hows are the actions you take to be at your best - in line with your values, guiding principles and strengths – and bring your Why to life. If you are an extrovert, chances are you like to share your ideas aloud. It’s probably how you solve a lot of your problems. It wouldn’t make sense to lock you up in an office all day, on your own and without interaction with others. Alternatively, if you are an introvert, it would be important for you to have some quiet time on your own to think and progress your tasks. This is an example of designing an environment that would help you stay disciplined with your Hows. Consistency of What: In the end, we are a tangible species. We are constantly evaluating and making judgments based on what we see, hear, touch, taste and smell. If you say and do things that are aligned with your Why, what you believe, people will know who you are. If you are inconsistent, people will not know who you are. Give the Celery Test example.
“We measure success by the way we touch the lives of people.”
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Sara
Since 1998: 16.9% compound growth
Barry-Wehmiller
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Sara
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Sara
Does your organization have a vision that compels action and inspires?
How do you instill your values across the organization?
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Sara
We are dedicated to conducting business according to all applicable local and international laws and regulations with the highest professional and
ethical standards
Values
Respect: We do not tolerate abusive or disrespectful treatment. Ruthlessness, callousness and arrogance don't belong here. Integrity: We work with customers and prospects openly, honestly and sincerely. Communication: Here, we take the time to talk with one another…and to listen. Excellence: We are satisfied with nothing less than the very best in everything we do.
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Sara
You engage with a small group of team members to share your vision, assess progress and identify
gaps.
SHARING THE VISION
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Matt
“I believe in the vision. But, what do you want me to do?”
“I know how to be a supervisor. I have no idea how to be a leader.”
Steve Kreimer
BW Papersystems
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Matt
How do you help Steve?
What does a great leader at YOUR organization DO?
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Matt
130 million stressed,
unhappy people heading home
each day
7 of 8: COMPANY DOESN’T CARE ABOUT THEM
3 of 4: DISENGAGED
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Matt Let’s talk crisis! Across our great nation, 3 out of 4 people are disengaged in their jobs…7 out of 8 feel like they work for a company that doesn’t care abut them…. Clearly, a crisis in leadership has infected our country and this is a significant contributor to the challenges we face in families and communities!
Meaningful work among people we care about.
- Gallup poll of 155 countries
A GOOD JOB
The Number One Determinant of Happiness…
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Matt More important than the right city, the right house, the right car, the right spouse (although highly encourage…)
Boss 80%
Other Stuff 20%
WHY PEOPLE LEAVE
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Matt
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Matt
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Sara
E D S O
C
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Sara
People deserve to know that they matter. Recognition and celebration
is your most abundant resource.
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Matt
“You should shine the light into every corner of your organization to find those individuals toiling away in relative obscurity and celebrate the everyday greatness of each person.”
Marcus Buckingham
New York Times Best-Selling Author, Researcher, Motivational Speaker & Business Consultant
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Matt
WHAT do you recognize and celebrate?
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Matt
WHAT DO WE RECOGNIZE?
One’s Efforts Energy invested on the way
One’s Excellence Exemplary achievements
One’s Example Embodying the message
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Matt
PERSONAL RECOGNITION MESSAGE • The specific behavior • The primary feelings • The impact
“Benjamin, I am inspired by your commitment to our continuous improvement journey. Your thoughts and ideas on how we can
work better as a team not only saves us time, it encourages others to think more creatively about their work. We are a better,
stronger team because of you!”
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Matt
• The specific behavior • The primary feelings • The impact
PERSONAL RECOGNITION MESSAGE
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Matt
TrulyHumanLeadership.com
Everybody Matters
bwleadershipinstitute.com
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Matt
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