MRS ABC20 Year Anniversary

Strength Finders

The Oz Principal

2012 Goals for MRS ABC

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Agenda

Donna Murphy 20 Years Setting Our Future Goals as an Organization Introduce Jeff Moss

Executive Vice President Sales Marketing Contracting

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Jeff Moss

My Background & History My Role & Goals

How does this impact you?? Management Team

WIIFM What’s In It For Me?

Strength Finders Background The Oz Principal Background Our 2012 Mission, Vision, & Purpose

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The Data

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Gallup Path to Business Performance

Identify Strengths

The Right Fit

Great Managers

Loyal Customers

Sustainable Growth

Engaged Employees

Real Profit Increase

Raises

401K

Enter Here

1 2 3 4 5 6

7 8 9 10 11 12

12 Elements of Great Managing

Strength Finders 2.0

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Q12® Meta-Analysis Completed Annually

Opportunities to learn and growProgress in last six months

Best friendCoworkers committed to qualityMission/Purpose of companyMy opinions count

Encourages developmentSupervisor/Someone caresRecognition last seven daysDo what I do best every day

Materials and equipmentI know what is expected What do I get?

What do I give?

Do I belong?

How can

we

grow?

Profitability

RetentionProductivitySafety

In 2002, and every year since, Gallup has shown that productivity and safety correlate strongly The first six foundational items relate consistently to employee retention. The higher level items impact profitability, but are not sustainable if foundational needs are not met.

Harter et al. (2002) “Business Unit Level Relationship Between Employee Satisfaction, Employee Engagement, and Business Outcomes" Journal of Applied Psychology.

Gallup® and Q12® are trademarks of The Gallup Organization, Princeton, NJ.

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Inclusiveness Impacts Engagement Hierarchy

Free to express views at work Supervisor is open to new ideas Promotions/appointments are based

on merit Always treated with respect Company treasures diverse ideas Environment that is trusting and open Employer would do what is right I always trust company to be fair

What do I get?

What do I give?

Do I belong?

How can

we

grow?

Employees in Inclusive Workgroups

Are more likely to recommend their company as a place to work

Are more likely to stay with their companies for a year

Are more satisfied with the organization

Teamwork

ManagementSupport

Growth

BasicNeeds

Gallup® and Q12® are trademarks of The Gallup Organization, Princeton, NJ.

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Engagement Survey Questions

0. How satisfied are you with your company as a place to work?

Gallup Q12® (External benchmark vs. Gallup data)

1. I know what is expected of me at work.

2. I have the materials and equipment I need to do my work right.

3. At work, I have the opportunity to do what I do best every day.

4. In the last 7 days, I have received recognition/praise for doing good work.

5. My supervisor, or someone at work, seems to care about me as a person.

6. There is someone at work who encourages my development.

7. At work, my opinions seem to count.

8. The mission or purpose of my company makes me feel my job is important.

9. My associates or fellow colleagues are committed to doing quality work.

10. I have a best friend at work.

11. In the last 6 mos., someone at work has talked to me about my progress.

12. This last year, I have had opportunities at work to learn and grow.

Gallup® and Q12® are trademarks of The Gallup Organization, Princeton, NJ.

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Engagement Survey Questions

Inclusion 8 (Internal benchmark)

1. I always trust my company to be fair to all employees.2. If I raised a concern about discrimination, I am confident my

employer would do what is right.3. My supervisor creates an environment that is trusting and

open.4. My company treasures diverse opinions and ideas.5. At work, I am always treated with respect6. My supervisor is open to new ideas and suggestions.7. I feel free to express my views at work.

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Strength Finders 2.0

Based on Gallup’s 40 year study of human strengths

34 “Themes of Talent” are similar

5000 “Strength Insights” are personalized

Gallup surveyed 10 million people and only 1/3 “strongly agree” :

“At work, I have the opportunity to do what I do best every day.”

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Strength Finders 2.0

People who focus on their strengths: 6x as likely to be engaged 3x as likely to have an excellent quality of life

Chances of you being actively disengaged: 40% if your manager primarily ignores you. 22% if your manager primarily focuses on your

weaknesses 1% if your manager primarily focuses on your strengths

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The Strengths Zone:

Of 10MM people surveyed 7MM don’t have the opportunity to do what they do best.

When you are unable to use your strengths at work: Dread going to work Have more negative than positive interactions with your colleagues Treat you customers poorly Tell you friends what a miserable company you work for Achieve less on a daily basis Have fewer positive and creative moments

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A Recipe for Strength

A New Zealand Study showed that a child’s personality traits at age 3 are very similar to his or her personality traits at age 26.

People start with a Talent and then add skills, knowledge, and practice to develop Strength.

TALENT x INVESTMENT = STRENGTH

(Rudy vs. Joe Montana)

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The Math of Strength Finders

There are 33,390,720 possible top-five signatures

There are 6.65 Billion People on Earth

That means there are only 199 People with the same Signature!