Intelligence in the workplace

Building and sustaining a character-based culture of Emotional & Spiritual intelligence

in the Workplace

Agenda Aspects of character-based Leadership Recognise the foundational principles and

practices of Servant Leadership Living by design Your leadership journey: struggles, survival,

failure towards success and significance and surrender

Leadership tests towards maturity Finishing well

Amelie

Juliette

START WITH The 18 inch Journey to the Heart of Real Transformation now

Re-engineering Your Businessfor the Future

Mario Denton (MBA, MeCon, PhD)Ritz-Carlton Marina Del Rey Los Angeles

September 16-19, 2012

n Amerikaanse toeris doen “whitewater rafting”

op die Oranjerivier met Gatiep as sy toergids. Die Amerikaner vra vir Gatiep:“Do you know psychology,

methodology, biology or geology?

Gatiep antwoord: “Nei my Bru, never heard those big words.”

Amerikaner:“You sure don’t know a lot my friend?”

Skielik kry die boot 'n lekkasie en begin sink.

Gatiep:”Do you know swimonology and escapology away from crocodology?”

Amerikaner: “What the hell do you mean?

”Gatiep: “Well, today you going to see joumasegatology just before you vesuiptology.”

The Challenges We Face

WHATcauses nations and

organisations to

FAIL?

Mario’s research interest1. Managerial cataracts1. Managerial cataracts

2. Executive blind spots/Managerial infertility2. Executive blind spots/Managerial infertility

3. Professional workplace bullying3. Professional workplace bullying

4. Toxic and dark side of leadership4. Toxic and dark side of leadership

5. Organisational Tribal warfare and terrorism5. Organisational Tribal warfare and terrorism

6. Managerial degeneration and derailment6. Managerial degeneration and derailment

7. Detoxifying the workplace- Swine viruses7. Detoxifying the workplace- Swine viruses

8. Organisational Heart attacks 8. Organisational Heart attacks

FOUR SCENARIOSDeleverage & Division Bailout Until Collapse

Growth Fueled Return to Normalcy

Unification & New World Order

SAVINGS

Is South Africa about to experience its own Arab Spring? Myth or Reality

1. The holding of an Economic Codesa 2. A complete change in mindset towards

small business and entrepreneurs 3. A radical shift in black economic

empowerment 4. The government should concentrate all its

energy on improving service delivery 5. Character First Movement like never before

Why Character?

“I’m convinced that 90% of failures in life are character failures, not ability failures.”

—Stephen Covey, The Eighth Habit

{

Evaluate: Root Issues

Your Heartbeat

Deputy President Kgalema Motlanthe

“We are struggling ourselves, as a new democracy in South Africa, to restore values … Values are never a given.

They have got to be developed, worked upon, and consolidated on an ongoing basis. Because if at any given time we as a society or as sections of society become complacent about them, we run the risk of losing them….

We are therefore duty bound to try at all times to bring to the fore the values that bring us together as fellow South Africans, as human beings, united in our diversity.”

TM

Character= C1

Competence= C2

Consistency = C3

The C3TM Concept

18

CarelessnessDistractionSelf-centerednessSelfishnessFearfulnessRashnessIndifferenceCovetousnessUnder-achievementProcrastinationRudenessInconsistency

FaintheartednessSlothfulnessShortsightednessSimple-mindednessDiscouragementApathyPresumptionResistanceRejectionStinginessHarshnessUnthankfulness

DisrespectLonelinessArroganceIdlenessSelf-pityCorruptionUnfaithfulnessAngerWillfulnessConfusionRestlessnessContentiousnessTardiness

WastefulnessUnreliabilityAnxietySelf- indulgenceCallousnessHypocrisyIncompletenessExtravagancePrejudiceDeceptionImpurityFoolishness

Common Team Hackers: Why?

1. Sloppy work. ______

2. Gossip. _____

3. Bullying or harassment. ______

4. Lack of friendliness. ______

5. Disorganized. ______

6. Late for work. ______

7. Drug & Alcohol abuse. ______

8. Resistant to change or innovation. ______

20

Common Team Hackers: Why?

9. Poor customer service. ______

10. Apathy. _____

11. Wasting resources. ______

12. Exaggerating reports. ______

13. Shifting blame or responsibility. ______

14. Unclear expectations. ______

15. Poor communication skills. ______

16. Hasty decisions. ______

21

Broken Culture: Why?

dishonestdishonest

ruderude

wastefulwasteful

hostilehostile an

gry

angr

y

apathetic

apathetic

lazylazy

hastyhasty

carelesscareless

jealous

jealous

unrelia

bl

eunrelia

bl

e

stubborn

stubborn

Carelessness

Avoidable Accidents

Distraction

Poor Quality

Stealing

Poor Attendance

Deception

Tardiness

Low Productivity

Inconsistency

Own Agenda

Anger/Bitterness

Rejection

Disorganization

Alcoholism/Drug Abuse

Negligence

Personal Problems

ResistanceRestlessness

Unreliability

Covetousness

Self-indulgence

Root CausesRoot Causes

Visible ChallengesVisible Challenges

Avoidable Accidents

Carelessness

Poor Quality

Distraction

Poor Attendance

Tardiness

Stealing

Deception

Low Productivity

Inconsistency

Anger/Bitterness

Rejection

AlertnessAttentivenessAvailabilityBenevolenceBoldnessCautiousnessCompassionContentmentCreativityDecisivenessDeferenceDependabilityDetermination

DiligenceDiscernmentDiscretionEnduranceEnthusiasmFaithFlexibilityForgivenessGenerosityGentlenessGratefulnessHonorHospitality

HumilityInitiativeJoyfulnessJusticeLoyaltyMeeknessObedienceOrderlinessPatiencePersuasivenessPunctualityResourcefulnessResponsibility

SecuritySelf-ControlSensitivitySincerityThoroughnessThriftinessToleranceTruthfulnessVirtueWisdom

Before we repurpose a business we must repurpose the leader

Source: Brett Johnson

To build communities of Character committed to do what is right and equipped to address the root problems

The Aims Character Initiative

To develop character in individuals, who can use their gift and character to improve and transform their world.


To develop the leaders of tomorrow with a dramatic and positive impact on community as a whole.


Character First program which helps people all over the world see the value of good character so they can build better workplaces and communities.

Basis for Character Initiative

Through the initiative of Dr Mario Denton (Phd, MBA, Mecon, CEO & Industrial Psychologist)

Character First have been successfully brought into organisations such as George Hospital, SABCO Coca Cola, Water and Sanitation, Metro Police, Western Cape Department of Education, SwartLand Boudienste various schools and is developed in such countries as South Africa, Namibia, Ghana, Malawi, Nigeria and Uganda.

Success stories of Character

Introduction

Vision

Establishment

Promotion

Implementation

Perpetuation

Principles of building a successful Character Community

Introduction of the Character Initiative to the leaders of 7 spheres:

Government Business Education Faith Family Media Sport/Recreation

Vital Step 1

Training and developing of Character leaders

Vital Step 2

Establishment of the committee consisting of trained leaders for implementation of Character-based principles

Vital Step 3

Character event for the introduction of Character Initiative to the community

Vital Step 4

Character celebration for the recognition of people of character

Vital Step 5

Reviewing of the results and further challenge and guidance of the community committee

Vital Step 6

CHARACTER





Man’s Economy God’s Economy: Servant Leadership

1 Our company His company

2 Performance first Servant’s Heart

3. How much can I make How much can I give?

4 Personal success Helping others achieve

5 Pleasing man Pleasing God

6 Living in daily fear Living with hope

7 Short-term gain Lasting legacy

8. Uncertainty Trusting God

9 Profit over principle Principle over Profit

10 Whatever it takes Right purpose

11 Stress- crisis Contentment

12 Anxiety Patience

•Source: Jim Dismore

The Value of Trust

48

Perilous Times- 2 Tim 3: 1-5 In the last days perilous times will

come For men will be lovers of themselves,

lovers of money, boasters, proud, blasphemers, disobedient to parents, unthankful, unholy

Perilous Times- 2 Tim 3: 1-5 Unloving, unforgiving, slanderers,

without self control, brutal, dispisers of good

Traitors, headstrong, haughty, lovers of pleasure rather than lovers of God

Having a form of godliness but denying its power

Six Lessons from the Greatest Leader of All Time

1. He built an inner circle

2. He connected with people

3. He held people accountable

4. He led by example

5. He took time to replenish

6. He didn’t trade his values for valuables

{

Focus on the HE tree and be a reformer. Make that your

ambition

52

{

Double-click to insert company

name

Double-click to insert date

{

{

{

{





A NEW SOCIAL PHENOMENONHALFTIME

“People now have two lives

LIFE 1 and LIFE 2

and they are over prepared for LIFE 1

and underprepared for LIVE 2,

and there is no university for the second

half of life”

PETER DRUCKER

Your leadership journey Struggles, survival, failure

towards success and significance and surrender

Stage One: Foundation of Success Is there more to life than my current

situation? What do I consider eternally significant? What on earth would give my life meaning? Am I alone in feeling this way? How much (stuff, money, advancement) is

enough? In what way was my first half experience a

foundation for something more significant in my second half?

Stage Two: Inward

What are my greatest strengths and core values?

What am I really passionate about?

What makes me come alive?

What is my calling in life?

What is my personal mission statement?

What role do I play most effectively in an organization? What is my spouse thinking about his/her second half, and what is our vision together?

Who can come alongside me in this journey and provide wisdom and insights?

Who can help me make sense out of this time of life?

Career Direct ®

Educational Occupational

and

THE CAREER DIRECT ASSESSMENT +

ACTION PLAN = PROCESS

Stage Three: Awakening Challenge How can I begin to create the margin in life to explore all

that I feel called to do?

How do I prepare my family and myself for this transition?

What responsibilities do I have to my parents, and how will I leave a legacy through my children and grandchildren

In what arena should I serve: my church, my community, or in some very needy area of the world?

How do I begin to find service opportunities that fit me?

What unique configuration of family, work, recreation and service best fits what I feel called to do?

Should I stay engaged in my business with new parameters on my time and a renewed sense of purpose?

How should I manage and structure my financial situation to live out my calling for the second half of my life?

Stage Four: Reaching Potential How do I decide between the serving opportunities I

have been experimenting with? Should I create a portfolio of serving roles?

Does this work environment give me energy? Do I need a different office arrangement, different support structure, more or less variety, etc?

Based on the work I have done so far in my second half, what is my highest and best contribution?

Is this working with my financial situation? What adjustments do I need to make for this to be sustainable?

Am I growing closer to God and to those I love as I pursue a second half of eternal significance?

HALF TIME

The Five Practices ®

Model the Way Inspire A Shared Vision

Enable Others to Act

Challenge the Process Encourage the Heart

Authentic Optimal Wellbeing- Finish WellSource: Dr Bruce Wilkinson

1 Physically Exhausted/Tired Energetic/Strong

2 Emotionally Discouraged/Down Encouraged/Up

3 Mentally Bored/Discontent Challenged/Content

4 Spiritually Depleted/Empty Growing/Full

5 Geographically Distant/Alone Near/Together

6 Relationally Alienated/Cold Close/Warm

7 Internally Hopeless/Sad Hopeful/Happy

8 Personally Insecure/Unsure Secure/Confident

9 Secretly Bitter/Angry Forgiving/Accepting

10 Deeply Wounded/Hurt Appreciated/Love

Current People Management Focus areas

1. Leadership: Build a pipeline of extraordinary leaders who inspire achievement of their winning future.

2. Organisation Optimisation: Maximise organisational efficiency and productivity.

3. Capability Excellence: Significantly improve the capability level of all their employees. It they grow their people, they will grow their business.

Current People Management Focus areas

4. Sustainability: Entrench sustainability in their corporate DNA through responsible and ethical people practices.

5. Talent Pipeline: Enable their planned growth by managing performance today and identifying and preparing tomorrow’s leaders.

6. Culture: Create an environment in which employees love to work and that inspires and enables superior performance.

MENTORING THE NEW GENERATION-THE DESTINY WAY

COMPLETE and FINISHED No English dictionary has been able to

explain the difference between the two words COMPLETE and FINISHED, in a way that's easy to understand.

Some people say there is no difference between COMPLETE & FINISHED.

I beg to differ because there is. When you marry the right woman, you are "COMPLETE" , and when you marry the wrong one, you are "FINISHED"!

Documents

Intelligence in the workplace