Extreme Performance: Creating a Foundational Mindset Shift

1
Extreme Performance Creating a Foundational
Mindset Shift

• Me Inc. means each individuals success creates
  success for the organization.

2
Current Trends in Employment

• Organizations are having a difficult time
  attracting and retaining talent because of the
  demands.
• People cannot count on long-term employment (over
  15 years) because of economic shifts.

3
Current Trends in Employment

• Employees are expected to become more performance
  based.
• Engaging staff to be prepared for change is
  having a direct impact on the organizations
  ability to compete.

4
Current Trends in Employment

• Security no longer lies within the organization
  but in the skill set of the individual.

5
Current Trends in Employment

• In order to retain and attract top talent,
  organizations have to clearly define what the
  individual is being offered in return for their
  services.
• Organizations must move from the traditional
  loyalty mindset to a new commitment mindset
  to ensure productivity during times of change.

6
Current Trends in Employment

• By giving people the tools to measure their
  impact, individuals become empowered to run their
  own careers within the organization, instead of
  expecting the organization to do it for them.
• This means that there has to be a shift from the
  loyalty to commitment.

7
Switching from the Traditional Loyalty Mindset

• My security resides in being part of an
  organization.
• Following the traditional contract I do what I
  have to in order to get to a promised future.
• I work for the firm.
• By virtue of working here, I am entitled to.
• Belonging is key.

8
To the New Commitment Mindset

• My security resides in my capabilities.
• Following the new contract I dedicate myself to
  creating value in exchange for an opportunity to
  develop my capabilities. I work for Me Inc.
• I am fundamentally self-driven.
• I want to be recognized for my contribution
• Self-initiation is key.

9
The New Social ContractFrom Entitlement to
Self-initiative

• Entitlement Contract
• Submit to authority
• Deny self-expression
• Sacrifice now for an unstated future promised
  benefit

• Personal Responsibility Contract
• Authority within
• Supports self-expression
• Commitment, passion, motivation, energy comes
  from within

10
The New Social Contract of Self-initiation Means

• Everyone works for Me Inc., where their
  capabilities are the most important assets they
  own.
• The relationship between the individual and the
  organization is based on ones commitment to
  create value in exchange for the opportunity to
  enhance capabilities.

11
The New Social Contract of Self-initiation Means

• Movement from the passive (entitlement) to the
  active (commitment).
• The organization builds the capability of the
  individual and generates trust and confidence in
  the organization.

12
What This Means for the Organization.

• Career coaching is going to be a core competency
  for organizational development as the
  organization shifts the responsibility of career
  management from the company to the individual.

13
What This Means for the Organization.

• As the commitment mindset takes place,
  individuals will be able to take ownership of
  their career and become more resilient to change.
• The commitment mindset will help shift the
  organization to a performance culture.

14
The Key to Building a Flexible Corporate
Culture Empowering the Individual
Moving from a Loyalty Mindset to a Commitment
Mindset