Article 6 – Rebuilding and setting a new vision

After having a year of keeping areas tight and getting hands on, as much as possible and wearing many different hats when running the day to day operation, that you have to do during a downturn.

When we managed to bring all our team members back and were now at a good level with our staff and production was starting to flow. This was the time I knew that we had to get face to face with all our staff again and talk out the next steps and invite them to open up areas of concern or progression with the management team.

I set the same agenda, offering them to bring discussion points to the table giving me time to prep and consider the questions being asked. We set two dates for the meetings to be held and again I began by developing my 15-minute development points. Again, these meetings are opportunity not for the team to talk to me face to face on an open platform but for me to frame the mindset of all our staff and how we work together, breakdown barriers and create new connections building purpose and commitment these two areas combined create long lasting results.

You can consider this concept like any team in the world, whether it be a production environment, think tank or sporting environment. Every team is built of different levels of commitment to the cause, you will always have your top 5% marching out and leading from the front their mindset is strong and unwavering. Your middle group of capable good solid workers, do the job, occasionally excel but are consistent and then the last few team members that go with the flow, not much real effort and not as reliable. The key to adding purpose and committing to changing their minds is because if those middle and bottom players take the next rung up and commit to you just a little bit more the whole team takes a giant leap forwards and this is where real growth happens. If the bottom team members are not a disruptive and starting committing to increased levels of output then you see will increases by 15 – 20% some studies show a 35% increase which is a dramatic increase in output for any team.

(Engage & Grow – studies on performance increase after their 12 week program = 35%)

My meeting points to inspire and add purpose

-?????????Attributes = Hearts vs Brains

o??Ask the team to shout what we are good at as a company

o??Under the heart column, the attributes that involve the staff working together

o??Under the brain column, the attributes that involve procedures, policy, structure

This game helps start the conversation and also always identifies that the hearts always beat the brains and this proves to the team members that they are the key players in how the business does and that they are critical. I strengthen this game by showing the video from WD40 TRIBE website instilling the way that they work together and have been awarded one of the best companies to work for. They have a tribe culture which nurtures growth and team development within and that they are accountable and responsible for their own development. ?

I do believe the American system for growth and development in business is far greater than the UK an that is due to old mentalities and the breakdown between employees and owners. I think this is critical to our development in the UK.

The next game I played was the drawing a body or human figure on the board and asking the teams to identify what part of the body do they work in. This is always good fun as they are perplexed that this even is a concept. This is a Teal Swan concept the renowned psychologist and she breaks a company down like a human body as follows

-?????????Head = CEO or Founder – Visionary

-?????????Body = Management team and structures

-?????????Arms & Legs = Employees or work forces

Identifying the company like this shows again that everything is connected and one without the other makes things a lot harder and more difficult and we most all be working together to produce the next great steps and movement forwards.

Finally closing out on our vision and values, to bring home what we are about and where we are going and how we plan to progress.

FSE VISION – UNCONDITIONAL SUPPORT

Unconditional support to; yourselves, your colleagues, your company and your customers, giving your best every day.

FSE – Values - C.O.R.E.

COMMITMENT – To yourself and to your role and to achieving the best each and every day.

OWNERSHIP – Making decisions, being accountable for those decisions. Doing what needs to be done to achieve the goal, even when nobody is looking!

RESPONSIBILITY – Developing and contributing to new ideas within the business to make every day easier & more enjoyable. We thrive on improving & developing the business & everyone must play their part in achieving the best possible working environment.

EXCELLANCE – Being the best that you can be, for yourself, your team and for you customers?