Alex Dorr

Most leadership philosophies are grounded in two completely faulty assumptions — “change is hard” and “engagement drives results.” Those beliefs have inspired expensive attempts to keep change from being disruptive to employees. Rather than driving performance and creating efficiencies these programs fuel the Emotional Waste, Entitlement, and Drama that drags down organizations.

Over the past three years, Reality-Based Leadership, in partnership with the Futures Company, conducted proprietary research in our client organizations. The findings affirm what we’ve observed in our 20+ years of experience doing Reality-Based work in hundreds of organizations: when employees indulge in distracting drama, learned helplessness, low accountability, lack of self-awareness, and ego-driven behavior it comes at a significant cost to their organizations. We now know it can easily consume up to three months per year of each employee’s time — potentially billions of dollars annually in the U.S. alone. That’s the Drama Quotient.

At Reality-Based Leadership, we propose a radically different approach to leadership. Changing the ways leaders think and the strategies they use in their work is a serious and critical economic issue. A leader’s role shouldn’t be — cannot be — to motivate employees. That is a choice employees make. Instead, a leader helps others develop the great mental processes they need to eliminate self-imposed suffering and choose to be accountable for driving results.

Key Takeaways:

•Discover strategies for eradicating entitlement with easy to use tools that can change the energy of entire group meetings from “Why we can’t” to “How we could.”

•Develop highly effective mental processes in their teams that hold all team members accountable to quality and excellence

•Understand engagement from an entirely different perspective, one that is based upon listening to the highly accountable employees

•Uncover modern approaches to engagement and change management strategies.

Everyone talks about accountability, but few organizations are actually able to deliver it. This presentation breaks down the core competency of personal accountability and offers a plan for coaching and developing accountability at all levels.

Key Takeaways:

• Gain a true understanding of the four elements of the competency of accountability
• Adopt interviewing and hiring techniques that ensure accountability in new hires
• Gain skills in coaching current employees for accountability
• Become fluent in a new employee value metric that measures accountability
• Understand the relationship between accountability and engagement
• Gain key tools and strategies to “hardwire” accountability throughout the organization

Managing change and pursuing innovation is not a new topic, many in the leadership ranks have had numerous development opportunities on these topics and yet our teams are at times battle fatigued, remaining unaligned with overall strategic objectives and ill-prepared to deliver on organization goals of the near future. So, what’s next? How can leaders go beyond just ensuring that change is least disruptive to their people and instead deliver up ready, willing and able teams who can ensure that change is least disruptive to the business? How can leaders move their teams beyond surviving change and instead make the call to greatness so that their teams are thriving in changing times, fueling innovation and fully aligned with the re-inventive of their organizations?

In this high energy session, one of our Reality-Based speakers will help leaders understand their heightened responsibilities in delivering teams and talent that are ready for what’s next along with strategies to ensure that teams are able to quickly adapt to change and deliver on the needs of the organization to provide relevant, high-value, services in even mature markets. After all, change is only hard for the unready.

Session Objectives:

• Modernize the leadership philosophy to focus on business readiness rather than outdated, traditional theories of change management

• Provide strategies to ensure that leadership focus is on ensuring change is least disruptive to the business rather than attempting to make change least disruptive to the people

• Highlight the typical and common leadership behaviors that sabotage vital change efforts and innovative strategies

• Facilitate understanding of the causes and anecdotes to “change fatigue” and provide ways in which leaders can conserve team energy for highest possible ROI

Provide techniques and tools for leaders to incorporate in their daily practices to align their teams with organizational direction

Based on Cy Wakeman’s New York Times Bestselling Book!

Wouldn’t you like to know your value within your organization? Better still, wouldn’t you like to boost it?

In this presentation, you’ll discover how to determine your value to your organization. You’ll get a formula designed to calculate your current and future potential against your “emotional expense”— the toll your actions and attitudes take on the people around you. This clear direction cuts or reduces your emotional cost, and helps everyone become an invaluable member of the team. The result? Everyone at all levels of the organization will not only re-engage, but grow passionate about their work.

Five rules to boost your value include:

1. Don’t hope to be lucky. Choose to be happy.
2. Ditch the drama.
3. Buy-in is not optional. Your action, not opinion, adds value.
4. Change is opportunity.
5. Succeed anyway.

For years, our organizations have been investing time, money, and energy into engaging our employees based on the promise that engagement drives results. But, many organizations report that engagement alone falls short. Engagement without accountability is chaos. When they meet, breakthrough performance emerges.

In this dynamic, provocative and groundbreaking presentation, you will see the science of employee engagement in a completely new way. You will understand why the way we have historically measured employee engagement is fundamentally flawed. You will discover that many of the ways we have been working to drive employee engagement may be actually hurting the company’s performance. And, most importantly, you’ll learn what to do about it.

You will be introduced to the concept of Reality-Based Engagement, where accountability and engagement intersect to produce awesome results. This will include some practical guidance for how to cultivate the power of personal accountability within your organization.

Workplace Application:

Discover how personal accountability can turn your employee engagement efforts into business results.

Key Takeaways:

• Uncover three key flaws in how the traditional employee engagement survey process is designed and implemented
• Discover that personal accountability is the true driver of both employee engagement and
• company results

Take away a solid strategy for fixing the employee engagement program by cultivating the accountability of the organization.