sustaining a character-based culture

BUILDING AND SUSTAINING A CHARACTER-BASED CULTURE

IN OUR WORKPLACE, FAMILIES, EDUCATION

AND IN OUR COMMUNITIES.

Mario Denton PhDLet's network. Tel (w) + 27(0) 82 88 29903.

E-mail address: [email protected] Website: www.strongmessage.co.za

www.characterfirst.co.za

Overview Session Three

Character awareness, Character based recruitment and Correction services,

Character BulletinsThe way forward -Getting

started

CHARACTER FIRST!

The Definition of Character

Character Qualities

®

•Alertness

•Attentiveness

•Availability

•Benevolence

•Boldness

•Cautiousness

•Compassion

•Contentment

•Creativity

•Decisiveness

•Deference

•Dependability

•Determination

•Diligence

•Discernment

•Discretion

•Endurance

•Enthusiasm

•Faith

•Flexibility

•Forgiveness

•Generosity

•Gentleness

•Gratefulness

•Honor

•Hospitality

•Humility

•Initiative

•Joyfulness

•Justice

•Loyalty

•Meekness

•Obedience

•Orderliness

•Patience

•Persuasiveness

•Punctuality

•Resourcefulness

•Responsibility

•Security

•Self-control

•Sensitivity

•Sincerity

•Thoroughness

•Thriftiness

•Tolerance

•Truthfulness

•Virtue

•Wisdom

CHARACTER?What is

The American Dictionary of the English Language defines character as “the stable and distinctive qualities built into an individual’s life which determine his response regardless of circumstances.”

Case 1 : Appointing a new CEO

The Executive Board wants to appoint somebody from outside to fill this position.

You are on the interview panel: what are the 3 questions that you want to ask that person

Hiring for Character

The next person you

hire might someday

become the president

of the organization.

One of the most critical decisions in any organization is the selection of employees. You may think, “This is just a temporary situation” or “I just need a body to fill a position.” However, every employee impacts productivity, morale, profits, and customer service. Hiring decisions based on character can help you select the best person for each position.

HIRING FOR CHARACTERHIRING FOR CHARACTER

The Value of an Effective AppealThe Value of an Effective Appeal

One of the most vital skills we can learn is how to make an effective appeal to authorities.

Though an appeal may not always change the mind of the one in authority, it will enable us to determine our course of action in a matter.

Case 2 : The underminer

This person appeared on the short list and one of the most senior people in the organisation. He is aggressive, greedy, power hungry but makes some foolish decisions

He is discrediting you as the new CEO to satisfy his own career aspirations, he demonstrates insubordination and disloyalty

He is full of energy He wants your position and aimed several

darts at your job performance He is now actively critiquing your

effectiveness in the organisation

7 Steps of an Effective Appeal7 Steps of an Effective Appeal7 Steps of an Effective Appeal7 Steps of an Effective Appeal1. Be in Right Standing

2. Have the Right Motives

3. Choose the Appropriate Time

4. Gather Accurate Information

5. Demonstrate the Right Attitudes

6. Use the Appropriate Words

7. Give the Right Response

"A"-PLAYERS ARE REAL STARS AND HAVE TO BE KEPT IN THE FIRM

StarsProblematic if leaving

Problem childrenFull of theory, brilliant

Dedicated peopleKeep them

Dead woodfire

Potential highlow

Per

form

ance

high

low

Keep “A”-p

layers with

intellectual capital

CHARACTER-BASED CORRECTIONCHARACTER-BASED CORRECTION

Many supervisors frequently spend up to 80 percent of their time on personnel-related problems. Therefore, correction that includes instruction and leads to acknowledgement of wrongdoing, personal acceptance of responsibility, positive behavioral change, and restoration has the potential to provide more dividends for a supervisor than any other management activity.

Case 3: Correcting a personA newly appointed senior staff

member prove to be not finishing his tasks, often have an excuse and lack to follow through on issues discussed

You believe that it is now time to act immediately before it gets out of control

What will be your steps to this correction?

The Inner Attitude

10 Evidences of Anger

Irritable Impatient Raised Voice Glaring Eyes Hurtful Words Explosive Actions Cutting Off of Communication Argumentation Clenched Teeth Heavy Breathing

Case 4: Violating values

Serious case of violating values and ethical principles

People are afraid to stand upTwo cases have come to your attention: Case One: One of your clients offered him free

tickets to a major gala coming up, complete with a hotel room. The problem is that your company prohibits accepting these kinds of gifts.

Case two: Two people on your team are secretly having an affair. They’re both married.

This is diametrically against your principles

Case 5: Dismissing a person graciously and with dignityYou have all the evidence that a senior

staff member prove to be incompetent, disloyal and immoral

Your legal consultant believe this is the right thing to do namely to dismiss the senior person

You believe to run a business prudently with the emphasis always on increasing profits

This will be a wake-up call for the person being dismissed

CHARACTER-BASED CORRECTIONCHARACTER-BASED CORRECTION

1. Act “In the Day That You Hear of It”2. Never Act in Anger3. Deal With the Offender in a Private Setting4. Establish Personal Responsibility5. Clarify the Infraction6. Deal With the Inner Attitude7. Evaluate the Results

“You are unique and different. You are a loved and valuable person. God has a wonderful plan of significance for your life. You can live a life full of abundance and significance if you trust in Him. He will give you the desires of your heart.” Mario and Mariene

Closing comments

Make a difference wherever you go?

Be significant –stand out.

Mario Denton

sustaining a character-based culture

Business