Welcome to Building the Powerful Organization

1. Welcome toBuilding thePowerful Organization Sylvia WynnLindeman Practical Management Network

2. Our Objectives for Today: • Define the Concept of “Power” • Explore the Seven Core Capabilities of Powerful Organizations • Sense of Purpose • Decision Making • Communication • Reliability and Follow Through • Ethics • Willingness to Learn • Resilience • Learn how to assess your organization’s strength in each area • Exchange strategies for developing each capability • Consider the concepts of “Readiness” and “Resistance to Change”

3. Groundrules • Commit to your own development • What Happens at NINAETC, Stays at NINAETC • We constitute a Learning Organization • No dumb questions • No wrong answers • Every Person Carries a Gift! • Check for Meaning THEN Discuss, Disagree… • “That’s An Option!” (vs “Yes, But…..”)

4. Getting to Know You…. • Please tell us your • Name • Tribal Affiliation • the Organization you Represent and • your Role there. • What do you want to know/be able to do after this workshop?

5. Defining Our Terms ……. Power is………… ………….as Power Does!

6. Power, to be Powerful…… • Possessing Foresight • Capable (and has the Track Record to prove it) • Influential • Commands Respect • Respectful • Pro-Active (vs Reactive) • Has Access to Resources (God Bless the Child….) • Nimble

7. Core Capability One – Sense of Purpose • Learned from a vivid Vision, Mission, Goals • Day-Day Behaviors Reflect Stated Values • Long Term, Strategically Driven • Rooted in a Higher Purpose • Informs day-day activity (tasks; best use of time?) • Inspires • Dedication/Commitment/Sense of Ownership • Innovation • Pride • Heart Felt!

8. A SENSE of Purpose • Embodied by all who carry the logos • Clear, mutually meaningful • Consistent (not necessarily verbatim) • Litmus Test: how consistently is the organization’s Purpose described among its members? • Example: We work with Native American Government and Business who are committed to becoming Self-Renewing Organizations (15 words) • Can you describe your Organization’s Purpose in 20 words or fewer?

9. Assessing Sense of Purpose • Please use a number from 0 – 10 (10 is best) to describe the strength of this core capability’s components, considering to what extent • Vision, Mission, Goals are clear, recent, accurate • Members consistently describe (20 words or less) • Stated Values are demonstrated by Behavior • Members derive emotional value from it • Inspires Strategic Thinking at every level • A “perfect” score = 5 times 10 = 50

10. Core Capability Two – Decision Making • Decisions are • Made at the appropriate organizational “level” • Statistically of good quality • Timely • Reflective of input from all stakeholders • Clearly supportive of the organization’s Mission, Goals and Objectives • Transparent • Trustworthy

11. Assessing Decision Making • Please use a number from 0 – 10 (10 is best) to describe the strength of this core capability’s components, considering to what extent your organization’s decision making • Is timely • Makes sense to those will implement/are affected • Considers multiple perspectives/is collaborative • Serves the purpose of the organization • Happens as close to those implementing as possible • A “Perfect” Score = 5 times 10 = 50

12. Core Capability Three - Communication • Leadership, Functional Teams and Individuals are skilled at reaching mutual understanding with • Each other, internally • Clients & Partners • The Community • Internal communication patterns and relationships are productive and healthy • Information is shared in a timely, considerate way • Feedback is expected and put to good use

13. Assessing Communication • Please use a number from 0 – 10 (10 is best) to describe the strength of this core capability’s components, considering to what extent your organization’s communication • Travels in both directions • Is timely • Builds mutual understanding • Is healthy: direct, respectful, collaborative, & builds trust • Levers differences of perspective/opinion productively • A “Perfect” score = 5 times 10 = 50

14. Core Capability Four – Reliability & Follow Through • Planning is done regularly and input is rewarded • Accountabilities/interdependencies clear & documented • How/What teams & individuals contribute to goals are understood & frequently acknowledged/celebrated • Leader-Contributor pairs talk often about individual contributors’ priorities, time allotments and challenges • Most goals/obj. are achieved; others are revised in process because progress is monitored regularly • Learning & Innovation are embraced & fuel enthusiasm

15. Assessing Reliability & Follow Through • Please use a number from 0 – 10 (10 is best) to describe the strength of this core capability’s components, considering to what extent • Planning & tracking progress is a way of life • People are unafraid to discuss conflicting priorities and/or ask for help • People feel valued & rewarded for contributions/ideas • “Mistakes” are seen as learning opportunities • Innovation/Improvement ideas expected/rewarded • A “Perfect Score” = 5 times 10 = 50

16. Core Capability Five - Ethics • The people in leadership roles model trust and trustworthiness by upholding a strong moral code • Decisions and plans are undertaken in the interest of the higher good of tribal members/stakeholders • Choices are made in the light of Integrity • Values like honesty and equity are supported by policies, procedures; demonstrated in behavior • Individuals’ needs are discussed regularly with their leaders in the interest of assuring “fit”

17. Assessing Ethics • Please use a number from 0 – 10 (10 is best) to describe the strength of this core capability’s components, considering to what extent • Your leaders are trusted/trustworthy • Your leadership and stakeholders trust staff • Decisions and Plans reflect the interest/long term good of the community • Values are reflected in behavior • Individual contributors’ professional/personal obj. align with the organization’s • A “Perfect Score” = 5 times 10 = 50 points

18. Core Capability Six – Willingness to Learn • The organization is strategically “aware” with external opportunities and threats the topic of regular, focused discussion • The organization invests in everyone’s professional development – Council/Board through interns (included in performance objectives; active succession planning) • Mentorship is the norm, not the exception • Performance gaps are respectfully and immediately handled with ensuing improvements duly noted • Ideas, input, innovation valued; mistakes = learn. opp. • Progress & achievements are celebrated

19. Assessing the Willingness to Learn • Please use a number from 0 – 10 (10 is best) to describe the strength of this core capability’s components, considering to what extent • Ideas/Innovation/Cont. Improvement sought, rewarded and strategically driven (ext. opp/threat) • Prof. Devt. Planned, tracked and rewarded • Conversations re: performance timely, direct, respectful and focused on empowered progress • People feel safe asking for help • Achievements are celebrated • A Perfect Score = 5 times 10 = 50

20. Core Capability Seven - Resilience • A resilient organization “self examines” in an appreciative, realistic manner • Acknowledges History: Successes & Failures Alike • Plans to build on its internal strengths and overcome those patterns that represent potential limitations to its capacity to succeed • Supports process consciousness • Expresses confidence in its people • Regularly celebrates progress, achievement, success • Demonstrates a healthy sense of humour

21. Assessing Resilience • Please use a number from 0 – 10 (10 is best) to describe the strength of this core capability’s components, considering to what extent your org.: • Takes a positive, appreciative, forward moving stance when evaluating its performance and that of its people • Has identified both strengths and potential limitations • Builds on strengths; works to overcome limiting patterns • Focuses on problem solving in moments of crisis • Consistently expresses confidence in its people • A “Perfect Score” = 5 times 10 = 50 points

22. Using Numeric Assessments • We are pretending these evaluative indicators are objective! • Acknowledge the subjectivity • Create your own indicators (3-5) • Survey your people, anonymity guaranteed • Develop a statistical snapshot based on how your people are experiencing their organizational life • Celebrate your learnings; Discuss, plan Next Steps • Think “Organic System” – Champions = Top Leaders; Engage/acknowledge everyone

23. How’d Your Organization “Score”? • ____ Sense of Purpose • ____ Decision Making • ____ Communication • ____ Reliability and Follow Through • ____ Ethics • ____ Willingness to Learn • ____ Resilience • ____ Over All

24. Time Flies….. • Thank you for participating in this workshop! • Please complete the evaluation form and thanks in advance for contributing to my professional development….. • I hope you will feel free to call or email me with whatever situations, thoughts and questions come up for you and your organization….I will be honored to support you!! • Sylvia: 707-869-9402 • sylvia@PracticalOD.com • See you soon!!