Successorizing Your Values

International Educators Conference on Successfully Implementing Multiple Intelligences and Learning Styles in the K-12 Instructional Program
Aklan State University, Banga, Kalibo, Aklan May 23-25, 2013
Successorizing your Value in the Workplace

Henry S. Tenedero, AIM MDM Thematic Facilitator
Why Manage Change?
Repercussions of poorly managed change:

Resistance and negativity Loss of focus on current work responsibilities Employee turnover Morale problems (more sick leave, more not my job attitude, etc.) Obstacles to implementation appear Loss of reputation/failure as a leader
-Karen Hannan
Collaboration Works, Inc.
Key Change Ideas
Senders and receivers Resistance and comfort Authority for change Value systems Incremental or radical change implications Right answers are not enough Change and transition are processes
-Karen Hannan
Change Ideas:
Senders and Receivers
Senders:
Discuss issues and rationales for needing to change (focus on organizational needs)
Receivers:
Hear they will be impacted and wonder in what ways (focus on own needs) Influenced by personal/home relationships, other career plans, past experiences with change, trust or respect in sender, etc.
-Karen Hannan
Change Ideas: Resistance and Comfort
Resistance (and comfort with current state)

Natural/normal response to change fear of unknown and uncertainty of success Thresholds for absorbing change influenced by:
Personal history Current events in personal life Current changes in work How much other change is occurring
-Karen Hannan
Change Ideas:
Authority for Change

Change
implementation requires a strong sponsor Employee resistance increases as authority and support for change decreases Maintenance of active support is critical throughout the change process
-Karen Hannan Collaboration Works, Inc. .
Change Ideas:
Value Systems
Value
systems of the organization Shift in education toward teacher accountability, shared decision-making, teams Accompanying attitude shift from Just tell me what to do to Why are we doing this?
-Karen Hannan
Change Ideas:
Incremental vs. Radical Change

Scale
of change management activities affected by speed and significance of change Must assess kind of change as part of change management planning
Change Ideas: Right answers are Not Enough
Ignores reality that people have emotional experiences during transition Insistence on we know whats best or other forcing of solutions on people stimulates resistance Stakeholders require opportunities to be heard and to give input (as early as possible)
-Karen Hannan
Change Ideas:
Change is a Process
Where youre headed
Present
Time
-Karen Hannan
Awareness
Reinforcement
Change Idea:
Transition is a Process
Process for Individual Change: ADKAR Awareness of need for change Desire to participate and support the change Knowledge about how to change Ability to implement new skills and behaviors Reinforcement to keep the change in place
-Karen Hannan
Individual Transitions
Different
people will go through different phases of transition at different speeds

Awareness Awareness Awareness Awareness Desire Desire Desire Desire Knowledge Knowledge Knowledge Knowledge Ability Ability Ability Ability Reinforcement Reinforcement Reinforcement
Reinforcement
-Karen Hannan
Implications of ADKAR
Change and transition can not be dealt with as a single announcement or meeting Individual change management must be customized Generic, organization-wide processes that treat everyone the same will not be effective Care must be taken to match project change phases with people change phases
-Karen Hannan
Implications
PostImplementation Implementation Concept & design Need perceived Unsuccessful Change
Unsuccessful Change
Successful Change
-Karen Hannan Collaboration Works, Inc.
Strategies for Success
Help individuals manage their own transitions Focus conversations target these to where people are in the transition process Diagnose gaps gather input from people about whats working, whats not and where they are in the process Respond to issues actively
-Karen Hannan
Valuing Self and Valuing Others
Self-Concept
Self-Concept- totality of all your thoughts and feelings with reference to yourself. It is the foundation on which almost all your actions are based.
Your cognitive awareness of who you are How accurate are we in our assessment of self?
Four Developmental Areas of Self

Physical Self Mental Self Emotional Self Social Self Spiritual (added)
-Googled, Searched, Assembled, and Delivered for ONL.
Self-Esteem
Self-Esteem- the overall value or worth that we place on ourselves.
Global- overall self-evaluation Like Self-Concept it is Based on Internal and External Sources Effects of Self-Esteem
Academic Performance Emotions and Behavior (depression & drug use) Relationships (Closeness) Career Success
Nature vs Nurture
What Makes You The Way You Are?
Nature- we are what we are based on our biology Nurture- we are what we are based on the manner in which the environment shapes and molds us. Nature vs Nurture (heritability is .50)
System or Reciprocal Relationship (consider biologicalcellular level).
Personality
Personality- a stable or long enduring pattern of
thinking, feeling, and behaving.
Five Perspectives of Psychology 1) Psychodynamic 2) Learning/Behavioral 3) Humanistic 4) Biological 5) Cultural
Otheresteem: Building Relationships by Valuing Others

Otheresteem
is a word to describe the value you have of another person and the feeling that that view brings out in you. Its begins by taking responsibility for the quality of the relationships you have with others.
-Othersteem Monica Diaz
Otheresteem is a practice that
involves four behaviors:
Acceptance:
Valuing others for who they are now. Not trying to change them, but to understand them.
Appreciation:
Valuing others means that you canand make an effort tosee things that you value in them. If we can learn to appreciate something in the other person, we can build a relationship different from competitiveness, from hatred, from alienation.
Expectation:
Valuing others not just for what they are, but for what you know they can be
Gratitude:
Feeling and demonstrating gratitude for the relationship you have with another is a natural result of acceptance, appreciation and expectation. As with appreciation, being grateful for my relationship with you does not mean I approve of your every move. It means I have become wise enough to find some small jewel in this exchange.
7 specific ways
to value others.
1. Genuinely care for more than what they can offer you and/or your organization
Many leaders view at people as assets. They relate to people in terms of what they do for me. While it may be natural and typical for an employee/employer relationship, its not beneficial. Value is communicated when you genuinely care for people as human beings and not human doings (and what they can do for you to help you build your kingdom).
2. Give feedback
As a leader, your constructive feedback is vital to an individual feeling valued. Most followers are desperate for validation and they want to be recognized for their contribution. Theyll follow, work and give their heart if they feel like theyre following someone who cares enough about them to give them feedback about their contribution.
3. Affirm, affirm, affirm

This should go without saying, and unfortunately, many times it does. I know leaders will say, He knows hes important to me. Really? When was the last time you told him? It ought to be often! This is such a basic principle that its almost embarrassing to write, but I find it so rare in leaders that its worth mentioning and repeating.
4. Take interest in their interests

I have a friend who has worked for and traveled with his boss for several years and his boss never asks him personal questions. My friend said, Youve asked me more about myself during this lunch than hes (my boss) asked me in 5 years. Sad. If I know youre interested in me, and I know you care then I know that Im more than a pawn in your strategy to move forward. Your interest beyond the job communicates value.
5. Do the little things

The people who work for and/or serve you (or your ministry) have real lives outside of the job. When you acknowledge that reality you communicate value. Its the little things that send a big message: a card on their birthday, remembering their kids names, sending the spouse a gift (flowers or gift certificate) when youve asked above and beyond from their spouse, an invite to share a meal with noagenda, an occasional I appreciate you letter/gift, etc Little actions are a big deal!
6. Give them access to your life

All of these ideas communicate something more than an employer/employee relationship. Typically, those who follow you, if they feel cared for by you will also want to spend time with you away from the office/ministry. When you do life with others and invite them into your world you once again communicate that life is more than simply working on your agenda. Whether its sharing meals together, going jogging together, watching TV or sporting events togetherthe key word is together and it screams, I value you and our relationship
7. Make efforts to maximize strengths

Great leaders are always looking to develop others. Selfish leaders look to people to better develop, enhance or promote themselves. You make a huge statement of value when you seek to maximize the skills, gifting and strengths of the individual you are leading. The spoken and unspoken question is, How can I help you maximize your gifts so youre most satisfied? The answer to that question may lead to a place where you lose that persons service to you. While that reality may not be the best result for you, its the best for the individualand thats the essence of value.
Work Values
Top 10 Values Employers Look for in Employees.
1. Strong Work Ethic

Employers value employees who understand and possess a willingness to work hard. In addition to working hard it is also important to work smart. This means learning the most efficient way to complete tasks and finding ways to save time while completing daily assignments.
2. Dependability and Responsibility

Employers value employees who come to work on time, are there when they are suppose to be, and are responsible for their actions and behavior. Its important to keep supervisors abreast of changes in your schedule or if you are going to be late for any reason.
3. Possessing a Positive Attitude.

Employers seek employees who take the initiative and have the motivation to get the job done in a reasonable period of time. A positive attitude gets the work done and motivates others to do the same without dwelling on the challenges that inevitably come up in any job.
4. Adaptability
Employers seek employees who are adaptable and maintain flexibility in completing tasks in an ever changing workplace.
5. Honesty and Integrity

Employers value employees who maintain a sense of honesty and integrity above all else. Good relationships are built on trust. When working for an employer they want to know that they can trust what you say and what you do.
6. Self Motivated
Employers look for employees who require little supervision and direction to get the work done in a timely and professional manner.
7. to Grow & Learn

In an everchanging workplace, employers seek employees who are interested in keeping up with new developments and knowledge in the field.
8. Strong Self Confidence

Self-confidence has been recognized as the key ingredient between someone who is successful and someone who is not. A self confident person is someone who inspires others.
9. Professionalism
Employers value employees who exhibit professional behavior at all times. Professional behavior includes learning every aspect of a job and doing it to the best of ones ability. Professionals look, speak, and dress accordingly to maintain an image of someone who takes pride in their behavior and appearance.
10. Loyalty
Employers value employees they can trust and who exhibit their loyalty to the company. Loyalty in the workforce has taken on a new meaning. Gone are the days when employees plan on starting out and retiring with the same company. It is said that most people will hold between 8 12 jobs throughout their career. What does this mean in terms of loyalty in todays workforce?
Developing Positive and Productive Work Attitude
The IceBerg
How much do you see of an Iceberg?

Only 10% of an Iceberg is Visible. The remaining 90% is below sea level.
Human Beings
Benefits of Positive Attitude
The Individual
Increases Creativity Reduces stress Career success High productivity Improves interpersonal relationships Is energizing
The Organization
Fosters teamwork Solces problems Makes for Congenial Atmosphere Increases Productivity Breeds Loyalty Reduces Stress
Effects of Negative Attitude on the organization

Low productivity Low morale Co-worker conflicts Scares of customers Poor quality work
Effects of Negative Attitude on the Individual

Self doubt Poor self esttem Increases stress Bitterness Resentment Poor Health
Strategies to Develop a Positive Mental Attitude
1. Use Positive Self-talk

Whats self talk? Its that constant chatter that goes on in your head every day. From this chatter you form opinions and decide what you can and cant do.
2. Ask Yourself Whats good about this?

Sometimes its easy to only see the negative in your daily events but its more important to see what good you can glean from a situation.
3. Use Daily Positive Affirmations

Affirmations are things that you say to yourself on a regular basis. A daily positive affirmation might be something like I totally and unconditional love and accept myself just the way I am.
4. Reduce Your Stress
High levels of stress can make almost anyone think negatively. This can be a real problem if you lead a high stress life because these stressful situations can seem normal for you.
5. Take Some Time to Think

Often times your mind takes what seems to be a negative situation and runs with it. This can lead to saying things you later regret. Instead of letting your mind get carried away by a negative situation, choose to give yourself time to think about the situation before speaking your mind.
Steps to Developing a Positive and Productive Work Attitude

Think positive Develop Can do attitude Do not Complain Keep Positive thinking friends Be appreciative Control your Frustration Live in the Present
How to Have a Good Attitude at Work
1. Take passionate action towards living your life.

Don't just make it through the day, live it. Sink your teeth into it and live it like it was your last day on earth.Passion and a positive attitude are contagious. You will find others attracted to you who are just as passionate about life and living.
2. Act instead of reacting

Don't wait until something bad happens then try to deal with it. Be proactive and make something good happen. You are responsible for what you make of the life you have, and you only have one, so don't waste it. Create the best life you possibly can, one day at a time.
3. Believe that each moment is perfect regardless of its outcome.

Bad things happen. That is a fact of life. but that doesn't mean you have to allow it to drag you down. Good can come from everything, no matter how bad it may be at the time. Learn to open yourself up to learn from, and gain strength from, the bad things that happen in your life.
4. Learn to always be grateful

It's a well-known fact among successful people that having gratitude will get you more than never being satisfied. There's nothing wrong with having dreams and goals and desiring more out of life, but don't forget to be grateful for what you have already. Gratitude attracts positive energy.
5. Seize every opportunity that you can

Now, whatever you do, don't put yourself in the poorhouse or take food out of your childrens' mouths, chasing every get-rich-quick scheme that comes around the corner. But don't be afraid to take opportunities that feel right either. Successful people have taught themselves to have a sixth sense when it comes to taking advantage of new opportunities
6. Always keep your sense of humor

People like to be around those who find humor in even the most awkward moments. Learn to laugh and you will be more positive, especiall if you can learn to laugh at yourself. don't take yourself, or life, too seriously. Life is much too short to waste it moping around in self pity. Humor is very attractive. A positive attitude can be born from a strong sense of humor.
7. Believe that you are in charge of your destiny

No one can take your dreams from you except for you. As long as there's still breath in your body, there is no limit to how much can accomplish. Life is not something that is going on around you. It is what you make of it
Characteristics of Good and Productive Employees
A recent BusinessWeek article reported that, According to a new survey of 1,500 chief executives conducted by IBM's Institute for Business Value, CEOs identify creativity as the most important leadership competency for the successful enterprise of the future. While the studys results will come as no surprise to hard-working creative professionals, they do raise an important question: How do we identify and hire for the qualities that add up to creativity?
1. COMMUNICATION SKILLS.
As Albert Einstein said, If you can't explain it simply, you don't understand it well enough. Whether youre leading a team, managing clients, or training a new hire, the ability to communicate clearly and concisely is an absolutely essential skill.
2. PRO-ACTIVENESS.
We tend to judge people based on their experience. This is, of course, the whole basis of the resum. Yet, while on-the-job experience is valuable, we must dig deeper. A better indicator of productive creativity is ones willingness to act, to take the initiative to put an idea in motion.
3. PROBLEM-SOLVING.
Thinking outside of the box is really nothing more than creative problem solving the ability to arrive at new solutions by looking beyond obvious or traditional approaches. As designer Michael Beirut taught us at the inaugural 99U Conference: The problem contains the solution. In this way, successful creatives dont see problems as problems at all they see them as opportunities.
4. CURIOSITY
Judge a man by his questions rather than by his answers. So said French philosopher Voltaire. As anyone whos had a Eureka! moment knows, daring to ask a new question goes a long way toward finding the right solution.
4. RISK-TAKING
Being open to risk (and thus failure) is crucial. We can only truly learn and develop when we push ourselves outside of our comfort zones. According to choreographer Twyla Tharp, "If you only do what you know and do it very, very well, chances are that you won't fail. You'll just stagnate, and your work will get less and less interesting, and that's failure by erosion.

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International Educators Conference on Successfully Implementing Multiple Intelligences and Learning Styles in the K-12 Instructional Program

Aklan State University, Banga, Kalibo, Aklan May 23-25, 2013

Successorizing your Value in the Workplace

Why Manage Change?

Repercussions of poorly managed change:

Key Change Ideas

Change Ideas: Resistance and Comfort

Resistance (and comfort with current state)

Authority for Change

Incremental vs. Radical Change

Collaboration Works, Inc.

Change Ideas: Right answers are Not Enough

Where youre headed

people will go through different phases of transition at different speeds

-Karen Hannan Collaboration Works, Inc.

Strategies for Success

Valuing Self and Valuing Others

Four Developmental Areas of Self

-Googled, Searched, Assembled, and Delivered for ONL.

-Googled, Searched, Assembled, and Delivered for ONL.

-Googled, Searched, Assembled, and Delivered for ONL.

Five Perspectives of Psychology 1) Psychodynamic 2) Learning/Behavioral 3) Humanistic 4) Biological 5) Cultural

-Googled, Searched, Assembled, and Delivered for ONL.

Otheresteem: Building Relationships by Valuing Others

Otheresteem is a practice that

involves four behaviors:

-Googled, Searched, Assembled, and Delivered for ONL.

-Googled, Searched, Assembled, and Delivered for ONL.

-Googled, Searched, Assembled, and Delivered for ONL.

-Googled, Searched, Assembled, and Delivered for ONL.

-Googled, Searched, Assembled, and Delivered for ONL.

-Googled, Searched, Assembled, and Delivered for ONL.

-Googled, Searched, Assembled, and Delivered for ONL.

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3. Affirm, affirm, affirm

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4. Take interest in their interests

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5. Do the little things

6. Give them access to your life

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7. Make efforts to maximize strengths

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Top 10 Values Employers Look for in Employees.

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1. Strong Work Ethic

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2. Dependability and Responsibility

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3. Possessing a Positive Attitude.

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5. Honesty and Integrity

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7. to Grow & Learn

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8. Strong Self Confidence

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Developing Positive and Productive Work Attitude

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How much do you see of an Iceberg?