Aaaahhhh.... The Refreshing Leader

1. Aaaahhhh.... The Refreshing Leader Keeping Spirits High – During Times of Challenge and Change.

2. AUSTIN SAN ANTONIO HOUSTON DALLAS

3. What Good Marshalls Do Train Your Deputies Get out of DeadWood MOO like a MAVERICK Entering the Saloon (be careful) Gather at the Campfire OK Corral vs Is Your Corral.. OK? Do you Really Need a BADGE?

4. The Home Team

6. UP

7. UP THE MORE BETTER WORKPLACE Re-Freshing LEADERS KNOW What’s UP what’s Down and how to… Unleashed Passion - Unlimited Potential

8. DOWN The first is anonymity, which is the feeling that employees get when they realize that their manager has little interest in them a human being and that they know little about their lives, their aspirations and their interests. The second sign is irrelevance, which takes root when employees cannot see how their job makes a difference in the lives of others. Every employee needs to know that the work they do impacts someone's life – a customer, a co-worker, even a supervisor – in one way or another. The third sign is something I call immeasurement,. It's the inability of employees to assess for themselves their contribution or success. Employees who have no means of measuring how well they are doing on a given day or in a given week, must rely on the subjective opinions of others, usually their managers, to gauge their progress or contribution.

9. Gallup's + = Q12 • Do you know what is expected of you at work? • Do you have the materials and equipment you need to do your work right? • At work, do you have the opportunity to do what you do best every day? • In the last seven days, have you received recognition or praise for doing good work? • Does your supervisor, or someone at work, seem to care about you as a person? • Is there someone at work who encourages your development? • At work, do your opinions seem to count? • Does the mission/purpose of your company make you feel your job is important? • Are your associates (fellow employees) committed to doing quality work? • Do you have a best friend at work? • In the last six months, has someone at work talked to you about your progress? • In the last year, have you had opportunities at work to learn and grow?

10. Gallup's e = Q12 • Do you know what is expected of you at work? • Do you have the materials and equipment you need to do your work right? • At work, do you have the opportunity to do what you do best every day? • In the last seven days, have you received recognition or praise for doing good work? • Does your supervisor, or someone at work, seem to care about you as a person? • Is there someone at work who encourages your development? • At work, do your opinions seem to count? • Does the mission/purpose of your company make you feel your job is important? • Are your associates (fellow employees) committed to doing quality work? • Do you have a best friend at work? • In the last six months, has someone at work talked to you about your progress? • In the last year, have you had opportunities at work to learn and grow?

11. UP Lesson Plan Motivate Me I Dare You! Accountability for your Motivation Aaaaahh – The Refreshing Leader Teaches Unleashed Passion - Unlimited Potential

12. Leaders Motivate? With Posters?

13. Try Teaching "Corporations have a problem with motivation. They have only two means at their disposal, which are: fear motivation and reward motivation. Fear motivation - deliver the goods or you'll be fired; reward motivation -deliver the goods and you'll be sent around the world. Neither works in the long-term. Notwithstanding, there is a mistaken idea that people can be motivated in other ways. People cannot be motivated. The organization that thinks its actions motivate people is ignoring the fact that motivation is essentially a personal matter." "It is a problem of the mind/brain mechanisms of the individual, and because this is so, it is absolutely the responsibility of the individual. The most corporations and managers can do is help people become more motivated by giving them information guiding them to the source of their own power. Paul G Thomas Advanced Psycho Cybernetics

14. Heart Knocking and Creating Climate

15. Teach to Reach – Inspire not Require

17. UP Lesson Plan 1 AccountABILITY vs MiserABILITY Aaaaahh – The Refreshing More Better Leader Unleashed Passion - Unlimited Potential

18. What if I want to be miserable?

19. UP QBQ QBQ QBQ You can’t force up….but you can teach it

20. UP Lesson Plan 2 AccountABILITY for your Contagiousness aka (taking ownership for your attitude) Aaaaahh – The Refreshing Leader Unleashed Passion - Unlimited Potential

23. R U Catching? Do U – Tend to Spread?

24. Lighten Up… Infectious

25. To affect we’ll need to infect! Infectious-ness Factor

26. Lighten Up… POSITIVELY

29. UP Lesson Plan 7 (For Leaders Only) Keeping it FRESH - GOING & Growing Aaaaahh – The Refreshing Leader Unleashed Passion - Unlimited Potential

30. Keeping it fresh

31. UP Attributes Flexible FUN Motivated Enthusiastic Pleasant Happier Confident Contributors Energetic Creative Team Players Understanding Resilient Fluid Engaged Positive Persuasive Influential Open to Change

32. UP Inspiring Growth in Others

33. Can I really ask these? Love'Em or Lose'Em What will keep you here? What might entice you away? What is most energizing about your work? Are we fully utilizing your talents? What is inhibiting your success? What can I do differently to best assist you?

34. THE WAY

36. UP Schwan’s Delivers HUDDLE

37. UP When Schwan’s Huddles UP Motivation Recognition Education Connection

38. LEADERS CHANGE LIVES

39. Don’t just walk away…

40. UP On Kirk’s Website you’ll Find….. Kirk’s Other CooL Websites Thecookiethiefbook.com Dogpoopinitiative.com Morebetterbooks.com www.kirkweisler.com