Date sent: Thu, 6 Feb 1997 06:56:27 -0800
From: LindaP (Texas)
Subject: Covey, Hanna and MSN- Edge on the Future

Y O U R E D G E O N T H E F U T U R E .

http://www.21net.com/events/coveyhanna.htm

PRINCIPLE CENTERED LEADERSHIP FOR THE 21st CENTURY

"Give a man a fish & feed him for a day. Teach a man to fish and you feed him for a lifetime."

with David P. Hanna, Senior Consultant at Covey Leadership Center

Dave joined the Covey Leadership Center in 1991 after 16 years with Proctor and Gamble in both line and consultant roles. In his present role with Covey Leadership Center, Dave consults with organizations to improve their results through the integration of principle-centered leadership and high performance work systems.

He has extensive experience in the fields of principle-centered leadership, strategic planning and much more... His list of clients include Merck, Eastman Chemical Allied Signal, Conoco, Hoechst Celaese, Xerox, Marriot, Saturn, Corning, Shell, Johnson Wax and Deloitte & Touche. He is the author of Designing Organizations for High Performance and is presently writing 360 degree Trust: How Principle Centered Leaders Get More With Less with Stephen R. Covey

live interview transcript...

Host at 21st Century MSN:

Welcome David P. Hanna of the Covey Leadership center.

Host Andy at Winner's Circle:

We already have a profound comment from one of our guests:

0808:

Give a man a fish feed him for a day. Teach a man to fish and you feed him for a lifetime.

Host at 21st Century MSN:

Dave Joined the Covey Leadership Center in 1991 after 16 years with the Procter and Gamble in both line and consultant roles. In his present role with Covey Leadership Center, Dave consults with organizations to improve their results through the integration of principle-centered leadership and high performance work systems. He has extensive experience in the fields of principle-centered leadership, strategic planning and much more. His list of clients include Merck, Eastman Chemical Allied Signal, Conoco, Hoechst Celaese, Xerox, Marriot, Saturn, Corning, Shell, Johnson Wax and Deloitte & Touché. He is the author of "Designing Organizations for High Performance" and is presently writing "360 degree Trust: How Principle Centered Leaders Get More With Less with Stephen R. Covey"

Welcome David.

Tell us about your current work with Covey Leadership Center and what direction is the leadership taking in preparation for the Third Wave now upon us?

Special Guest Special Guest David Hanna::

The Covey Leadership Center has pioneered the Seven Habits of Highly Effective People and Principle-Centered Leadership. Our focus is personal and organizational improvement. At present we are developing new approaches to the organizational side. Too many people read Seven Habits and come away with the impression that it is only for personal growth or improved interpersonal relationships. In fact, the principles behind the Seven Habits also give guidance for building effective organizations for the 21st century.

Host at 21st Century MSN:

SILU:

How can I write a better mission statement?

Special Guest David Hanna:

Mission statements must speak to you who own them, not outsiders. A lot of mission statements are written to be "politically correct" and wind up hanging on the wall. The principle is to create the mental reality before attempting to create the physical reality. Our approach to mission statements is to get high quality information about the environmental forces to everyone, help each person clarify their strongest personal values and bring these together in a mission. We have some clients who have literally transformed their performance in a year or so because everyone truly began working with the same end in mind.

Host at 21st Century MSN:

mswiz:

Are there plans for further integration betwwen Covey and MS Schedule+?

Special Guest David Hanna:

We are having discussions now with Microsoft. It's too early to say anything definite, but both organizations feel there is more that can come from our alliance.

Host at 21st Century MSN:

KarrBarth:

I enjoyed first things first and its concepts. Why not introduce the idea of inventing an unrecognizable future in your work to under lie your goals and achievements. Goals and measurable results are recognizable and achievable.

Special Guest David Hanna:

What is often missing is the ability to dream-to put some vision into what we do. I agree that the "unrecognizable" is too often ignored. We are emotional people who work in organization, not programmed droids!

Host at 21st Century MSN:

victoresq:

In this age of downsizing and layoffs is the principle of "abundance mentality" still relevant? Or is there a new "scarcity mentality?"

Special Guest David Hanna:

Unfortunately, what most downsizing has created is only scarcity. We believe the abundance mentality is still valid for our age.

The problem comes from seeking to improve results by looking only at the bottom line for guidance. This is one of the themes in our new book 360 Trust. If you look for another alternative, getting better results and taking care of employees, customers, and other stakeholders, the results will be far greater than most downsizing efforts.

Host at 21st Century MSN:

RG Cox:

Could you explain more about the sawtooth concept. Schedule+ doesn't really explain how to use it effectively.

Mr. Hanna will take this question after he finishes the earlier question on downsizing...

Special Guest David Hanna:

An American Management Association survey of 500 firms who have downsized in the last 6 years shows that 75% have suffered depressed cultures, 66% have NOT improved their productivity, and less than 50% have improved their profitability. This looks like scarcity to me. Abundance only comes by paying the price to change the total ecology of the organization-a 360 approach.

Host at 21st Century MSN:

RG Cox:

Could you explain more about the sawtooth concept. Schedule+ doesn't really explain how to use it effectively.

Special Guest David Hanna:

The saw-tooth refers to Habit 7: Sharpen the Saw. This is a place for you to plan regularly how you will renew yourself spiritually (recommit to your values), physically, mentally, and socially-emotionally. I use this section regularly and it has really helped me!!

Host at 21st Century MSN:

RG Cox:

How can you present the concepts to a company without seeming like some "new age" weirdo?

Special Guest David Hanna:

We rely on the age-old wisdom of principles. The concepts we teach are instantly recognized by our clients as reminders of things they learned in the past, but somehow have moved away from as they work in organizations. There is no difference in reactions to our material in North America, South America, Asia, or Europe!

Host at 21st Century MSN:

M Booze:

What are the challenges confronting "leadership" as we migrate to flatter organizations?

Special Guest David Hanna:

The past forms of organization are undergoing major changes. You'll see more small businesses partnering with giants. More people will work from home, connected electronically (like we are now). All of this puts a premium on returning to the basics: creating a truly shared mission for all members, clarifying their roles to add value, developing new, flexible systems of work, and building a high trust culture despite geographical distances. It can be done!

Host at 21st Century MSN:

Earlier today we talked about the importance of structure in the organizations, How important is it for organizations to re-position their departments in a new way to meet the challenges of this global information marketplace?

Special Guest David Hanna:

We have been teaching the notion of creating a "Stakeholder Information System" which gives you a 360 view of your environment and your organization. Globalization is moving the competitive pressures from your neighborhood to sites you've never even heard of. Structure is simply a way of bringing the right people together to do work. The new structures will be geographical ly dispersed, but must be mentally and spiritually bonded. The mental unity can compensate for physical distance.

Host at 21st Century MSN:

craig-moffat:

Does goverment have a role to play in the future.I mean do they care? Special Guest David Hanna:

They better care! Governments are just another form of organization trying to meet the needs of their stakeholders. One hallmark of our age is that we have more choices than ever before. Remember when there were only three major television stations? There is growing movement to create alternative political parties. Even governments will have to compete to survive.

Host at 21st Century MSN:

RG Cox:

I work in a small company where everyone has almost too much to do. We seem to spend a lot of time trying to stay focused. How can we focus our company without spending all our time in the effort to focus?

(FOR DEBRA) kenmcg:

Can you tell us what the CD-ROM from the Leadership Center

Special Guest David Hanna:

I would ask the question, why do you have too much to do? Your workload is a focus-someone has focused you on it. It seems to me you need to take some high quality time (not over lunch) and really ask if everything you're doing today really is moving your mission and strategy ahead. This is the organizational application of Habit 3: Put First Things First.

Host at 21st Century MSN:

patski:

I just finished a 3 day Seven Habits seminar yesterday, and I have to be honest, my head is swimming. Our company is experiencing a "Mass Exodus" at the present time which is leaving us short handed. Where do I start?

Special Guest David Hanna:

Start with your circle of influence-the people you work with directly and the tasks and responsibilities you own.

Host at 21st Century MSN:

opdlt:

Mr. Covey, I believe in your "green is clean" story but how do you get your kids to break years of hold habits?

Deblund:

Later this fall, we will be releasing a reference CD with Seven Habits, First Things First and Principle-Centered Leadership. We want to make our content as accessable to our customers as possible.

Special Guest David Hanna:

We have many clients whose credibility has grown by getting their own department improved through applying the Seven Habits. Then others in the company want to know how they did it!

Host at 21st Century MSN:

Andrea Winters:

Would you explain the 360 view and how it works?

Special Guest David Hanna:

A 360 view means you look beyond your traditional yardsticks to see how everything affecting your organization is ecologically balanced.

Host at 21st Century MSN:

(We'll take Green is Clean after the 360 view question) Please Ask Questions in the Ask Questions Here Live chat room. Remember to keep this window open.

Special Guest David Hanna:

Most organizations only look at 90 (financial results). Some look after employee needs in a systematic way. This is the second 90 degrees. Many are more focused on meeting customer needs. We suggest the final 90 degrees is looking at all other stakeholders (suppliers, government, etc.) and shaping everything you do to actually build trust with the full 360 field.

To Be Continued... Read the whole interview by becoming a member of 21st Century Online.