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Inspire and Get Out of the Way
- 1. Matt Gittermann Head Cross Country / Assistant Track & Field Coach University of Maryland Baltimore County (UMBC) Science Teacher Mount Hebron High School, Ellicott City, MD Inspire and Get Out of the Way: Cultivating Motivation and Leadership on the Front Lines of Student Affairs
- 2. How did I get to this point?
- 3. Experience In Student Affairs
- 4. Job Description: • Teacher • Coach • Facilitator • Mentor • Psychologist • Counselor • Disciplinarian • In Loco Parentis • Father Figure • Male Role Model • Nutritionist • Doctor • Contract Reader • Accountant • Career Advisor • Class Advisor • Reference • Tutor • Friend • Administrator
- 5. • Athletics • Career Services • Off Campus Student Services • Residence Life • Student Judicial Services • Student Life • Commons • UMBC Transit • Counseling • University Health Services • Intradepartmental • Interdepartmental • Colleague to Colleague • Staff to Professor • Staff to Student • Staff to Family • Staff to Administration • Administration to Administration • Administration to Student Types of Interactions:
- 6. Objectives: •Tips and Skills you can apply tomorrow •Perspective you can use in long term planning •Stop you from making “the big mistake” •Save you time and energy in the long run
- 7. Inspire and Get Out of the Way: EnergySpentLeadingand Motivating Time Path to burning out Inspire then get out of the way Micromanaging, “Wrong People on the Bus”, Vision Problems, No Investment
- 9. Most Important Point of the Day (or life): Your constituents need to know that you are in them before they are in you
- 10. Asking a athlete to push their physical limits . . . better be in them
- 11. However, rewind the clock 8 years
- 12. How do you get people ? Be authentically in your constituents
- 13. Next step . . . Reserve a time per day to just talk with constituents
- 14. Avoid setting up walls Balance Professional Boundaries
- 15. Finally and most importantly . . . Give constituents a voice, listen, and acknowledge
- 16. What to expect . . . Moderate Investors *anecdotal, non-scientific
- 18. Important of a : • It is simultaneously the hook upon which everything you do is hung (mission statement) and a map for where you are going in the future
- 20. Reasons for Failures: • implementation before investment • is not clear • Failure to revisit and maintain
- 21. implementation before investment: Day One Agenda: Day One Agenda: “The Big Mistake”
- 22. is not clear: UMBC MISSION STATEMENT: UMBC is a dynamic public research university integrating teaching, research and service to benefit the citizens of Maryland. As an Honors University, the campus offers academically talented students a strong undergraduate liberal arts foundation that prepares them for graduate and professional study, entry into the workforce, and community service and leadership. UMBC emphasizes science, engineering, information technology, human services and public policy at the graduate level. UMBC contributes to the economic development of the State and the region through entrepreneurial initiatives, workforce training, K-16 partnerships, and technology commercialization in collaboration with public agencies and the corporate community. UMBC is dedicated to cultural and ethnic diversity, social responsibility and lifelong learning. UMBC Athletics Vision: As a vital component of UMBC’s Vision, develop champions in academics, sport and life that builds community wide tradition and pride
- 23. is not clear: “Be a better runner, be a better leader, be a better teammate, be a better person.”
- 25. So you have investment and introduced your vision: • Time for the hardest part • When you make a vision, you need to live up to that vision • I ask my athletes, what are the characteristics of an “ideal teammate” • We make a list, and then I ask them to live up that list
- 26. Characteristics of a perfect teammate:: Men 1. Confident 2. Respectful 3. Enthusiastic 4. Collaborative 5. Honest/Genuine 6. Encouraging 7. Determined 8. Driven 9. Invested 10.Accountable Women 1. Confident 2. Respectful 3. Passionate 4. Aware 5. Positive 6. Reliable 7. Empathetic 8. Driven 9. Invested 10.Honest/Genuine 1. CONFIDENT 2. POSITIVE 3. RESPECTFUL 4. PASSIONATE 5. DRIVEN 6. INVESTED 7. HONEST/GENUINE 8. ACCOUNTABILITY 9. EFFECTIVE COMMUNICATOR 10.EMPATHETIC/SYMPATHETIC
- 28. Great motivational speeches in movies:
- 29. What to expect . . . *anecdotal, non-scientific Unmotivated Motivated General Population
- 30. What to expect . . . *anecdotal, non-scientific Unmotivated Motivated Student Population
- 31. Talent vs. Motivation Matrix: Talented Non-Talented MotivatedUnmotivated 4-Year Univ. StudentsJob ApplicantsCEOs, OlympiansCongress/Politicians
- 32. What to expect . . . Moderately Motivated *anecdotal, non-scientific
- 33. Why the range . . . Types of
- 34. Additional theories on . . . Motivators (Satisfiers) • Challenging work • Recognition • Responsibility • Potential for growth and advancement Hygiene Factors (Dissatisfiers) • Company Policy • Salary • Status • Job Security (Workplace)
- 35. Connecting back to . . . • How are they ? • Have to know the person to the person • No two people will be the same
- 36. Connecting and 1. Find an “yes man” first. Why? 2. People are more when someone is on board and will join quicker snowballs
- 37. Connecting and Two roads diverged in a wood, and I - I took the one less traveled by, And that has made all the difference. Describe the outcome, not the method
- 39. Final Points on 1. Best Place to Start: 2. Best way to motivate:
- 41. What is Webster’s Dictionary: Leadership: 1. Office or position of leadership 2. Capacity to lead Lead: 1. To guide on a way especially by going in advance 2. To direct on a course or in a direction
- 42. What is Gittermann’s Dictionary: Leadership: 1.Ability to inspire/ action in pursuit of a common
- 43. What should look like?
- 44. What should look like?
- 45. What should look like? 1. Difference between a leader and having authority 2. “Lead” implies people will follow 3. Multiple people leading, not one 4. Facilitating not directing
- 46. • Leadership should not be limited to captains • A team of leaders is better than a team of followers • Everyone should be aiming and actively working to achieve the next level of leadership UMBC XC/TF’s Principles of
- 47. Structure of UMBC XC/TF’s Levels: Level 1: Organizational Level 2: Role Model Level 3: Positive Vocal Level 4: Investment Level 5: Pinnacle
- 48. Level 1: Organizational Leadership: Behaviors: • Gets practice started • Leads drills, • Leads warm-ups • Makes sure everyone knows what they are doing UMBC XC/TF’s Levels of
- 49. Level 2: Role Model Leadership: Behaviors: • Completes all the required activities • Meets all the expectations all the time • Always works as hard as they can. UMBC XC/TF’s Levels of
- 50. Level 3: Positive Vocal Leadership: Behaviors: • Ra-Ra mentality, encourages • Motivates on a shallow level UMBC XC/TF’s Levels of
- 51. Level 4: Investment Leadership: Behaviors: • Takes the time to know fellow teammates and what makes them tick • Motivates them on a deeper level. UMBC XC/TF’s Levels of
- 52. Level 5: Pinnacle Leadership: Behaviors: • Has achieved all behaviors of all previous levels of leadership • Holds everyone accountable for their actions even when it is not received well but ideally that person has the respect and reputation that it is accepted positively. • Inspires leadership in others UMBC XC/TF’s Levels of
- 53. Structure of From Good to Great: By Jim Collins 5 Levels of Leadership: Level 1: Highly Capable Leader Level 2: Contributing Team Leader Level 3: Competent Manager Level 4: Effective Leader Level 5: Executive
- 55. Revisiting & The Golden Circle Simon Sinek, Start With Why? and TED Talk “How great leaders inspire action” WHY HOW WHAT
- 56. In Practice: The University of Maryland, Baltimore County (UMBC) is a public, Honors University located in the suburbs just southwest of Baltimore. Recently, UMBC was ranked as the Number One Up and Coming University in the Nation for the fourth year in a row, in the Top 150 National Universities, and as one of the Best National Public University for both Undergraduate Education and Undergraduate Research opportunities. Academics are continually held at a high level due to the presence of the Honors College, independent undergraduate research opportunities, accelerated master’s degree programs, and on-campus internship opportunities. At the University of Maryland Baltimore County (UMBC) we believe in creating a team culture that is athlete centered and strives to achieve more by working together as a tight knit team. We believe that it is possible to achieve a higher level of individual success by working with a group of equally and highly motivated individuals. We believe in providing the necessary support and attention to each individual student athlete such that they can achieve the goals and dreams they have set out for themselves. We believe in a training system built around communication and feedback so that each athlete’s training program can be tailored to their individual strengths.
- 60. How do you know you is working?
- 62. Inspire and Get Out of the Way: EnergySpentLeadingand Motivating Time Path to burning out (micromanaging) Inspire then get out of the way
- 63. Review: 1. If people are invested 2. If vision is clear 3. People will be motivated 4. People will lead themselves 5. Get Out of the Way
- 64. The secret about Student Affairs
Hinweis der Redaktion
- Lesson 1 In Leadership: Be prepared to bring the energy with you Lesson 2 in Leadership: Things get easier with investment Lesson 3 in Leadership: Investment leads to Motivation and both snowball
- Spoiler Alert: It wasn’t because I loved running I am the product of bad leadership. And as a product of bad leadership I was forced to pull out good snippets here or there or do the complete opposite.
- CLICK IN to bring in your main point. “Now each one of these relationships needs to be handled differently, but the main tenets of maintaining these relationships is the same. These skills per se that one will use can easily be transferred to new relationships found within the workplace, which is super important because when working in student affairs you will have multiple relationships and contacts that you will need to seamlessly move between”
- Look at that list, while they are there to serve the students of UMBC, could you create a more motley collection of departments. It’s like the university system decided to create a game of Survivor or The Real World using leftover departments. "This is the true story of ten picked to live in a house and have their lives taped. Find out what happens when people stop being polite and start getting real. The Real World..." CLICK IN RELATIONSHIPS BOX. These are all relationships you will face on a daily basis, each one will need to be approached differently. CLICK IN OVERLAY. However the main tenets will remain the same.
- Provide some skills and tips that you can take and use tomorrow in regards to motivating and leading Provide some perspective that you can use long term in the future to enhance motivation and leading among your constituents Stop you from making the biggest mistake in taking over leadership and invoking change Save you some time and energy leading and motivating in the long run
- If you want to motivate and you want to lead and you want people to buy into your vision, the most important thing, above all else is they need to know that you are invested in their success before they become invested in you. This is not a chicken vs. egg argument, the investment needs to come from you first not them. Think back to the beginning of this talk.
- Everyday I ask my student-athletes to push their physical boundary, tip-toeing the line between adaptation and injury. And they willing do everything I ask and more. Why? Because they know that I am 100% invested in their success and physical well being, thus they are 100% invested in what I ask of them.
- When I was hired a week before the season started, I became the fourth coach in three years. And I remember I was eager and I wanted to change the culture dramatically and quickly. I remember before this race the kids were fooling around on the line and I reamed them good. How did they respond, spectacularly bad. After the race when we met, the most prolific thing any of them said was, “you don’t know me, this is how I race good”. And he was right. They had known me for three weeks. I had been the their fourth coach in three years, one which they respected who left suddenly, two who were rightfully fired, and then they replaced them with a young coach who had only ever coached high school. There was no investment in me, because I had not invested in them. I had not given a vision for them to invest in.
- Actually and authentically be involved in your constituents well-being, career, interests of your students, co-workers, team and people. I realize that this is asking a lot, but its necessary.
- Take the time to talk with your constituents everyday, put it on your calendar, don’t put a meeting in that time period, just get out and smooze, don’t talk so much as just listen
- Avoid Setting Up Walls – by this I mean you need to be both open and approachable, while at the same time in charge Literal/Physical Walls – how physically accessible are you, where is your office, how often are you seen, what percentage of the time is your door open vs. closed (partially closed is closed) Verbal Walls – how do you phrase things, “here is what we need to do” vs. “here is what you need to do” Non-Verbal Walls – clothing, posture, face, and reactions; look at how politicians manipulate you; suits, open suit vs. buttoned, rolled up sleeves, open hand shakes, leaning in, mirroring, arms crossed, leaning back, all in on smiles – look at them and read how you feel; see the aggressive movements of Trump, watch how slick Obama is, how natural Bill Clinton was see how overly coached Hillary is, go back to George W, how a lot of what he did was authentic (both good and bad) Division/Group Walls – the careful politics of an inner circle – necessary for productivity and balance checks, but it cannot become a clique If authentic, then you will do a lot of this stuff naturally
- If you want people invested in you and your vision, then they need to feel like they have a voice that matters. Its important to note that the only thing worse than not having a voice, is being asked for an opinion and then being ignored. Since 1972 average congressional ratings is 33%, 2001 spike was right after 9/11, 2009 spike right after Obama inauguration, 9% was the government shutdown
- “Yes Man” – “You had me at hello” Easy Investors – If its seems like you invested, then they are on board; most valuable people due to being more pragmatic than “yes men” Moderate Investors – Good investment on your part; what you put in is what you are going to get back in return Hard Investors – You can get them invested, but it takes more work and time on your part, as they might be skeptical, could be because they have had bad experiences; relate to first year of teaching and how it go to 98% disapproval rating; if you are running a team, they may need to get off the bus Non-Investors – Might never be invested; if you are running at team where culture is important, they might not get on the bus LINK BACK TO GREETING: Yes men – in on the initial greeting, easy investors on the second, moderate on the third
- Remember the Title of the this presentation is “Inspire and Get Out of the Way”. Before you can get out of the way, you need give everyone a common direction for them to refer to as they go on their own separate paths. Without a vision you can’t get out of the way.
- Ask if anyone has ever seen FISH philosophy before? Explain what FISH philosophy is. “I have been in four different organizations (three different schools) in which I have seen the 20 minute introductory video for FISH philosophy” And the record for those four organizations to continue talking about and adhering to FISH philosophy is 21 minutes The question is why did it fail all four times
- Go through each
- When you take over leadership, you are excited, you are ready to go, you have so many ideas that are going to change the world. But do yourself a favor. Table that to day three at the earliest. Day one, find out where your constituents are? Day two listen some more. Day three or later, let me tell you an idea I had.
- Go through each
- Go through each
- Going back to FISH Philosophy, we never followed up, in fact we never actually did anything with the principles. When you look at research regarding professional development, there are two things that always show up in effective professional development: the first is, does it offer something you can implement immediately, the second is there follow-up? Once you set up a vision, you need to keep linking everything back to it, referencing it. This is why its important to be clear and concise. You need people to remember it so they can make decisions without you because they know the vision. This is the beginning of “Getting Out of the Way”
- Walking the walk, we’ll touch on this more in leadership. But you have to set the tone.
- How many times, before you sit down with someone or with a groupp, you have this grand visions of going into that meeting. Do you know how many times I have had a motivational speech like this: “No one has ever believed in you, Everyone thought you would give up when little Timmy died from the bird flu. When you got athlete’s foot, and the doctor said they would have to cut it off, But you didn’t give up, no not you, you perserved They said you were too slow, too uncoordinated, Too ugly to be properly casted by an attractive actor in a movie. But here we are all, on the cusp of gaining immortaility . . .
- We can assume it a bell curve because really being motivated is relative to other people’s motivation
- If we look at the students that attend our universities, we would expect or if not hope that our bell curve would be skewed like this CLICK But in fact, we are lucky if we get this CLICK Direct attention to the unmotivated side, how did these kids get in college?
- Let’s take a look at all candidates with no qualifiers. Everyone is going to fall along this matrix of talent and motivation. When you begin to put qualifiers on things lets see what might happen. For example, people attending a standard university CLICK Notice you still have a lot of unmotivated students. Share the experiences of Mike M. and Sarah Z. Alright now lets look at job applicants for a job in which you list basic qualifications. CLICK By having some basic qualifications you have eliminated some of the lesser talent but also some of the motivated people as well. But notice the unmotivated still linger. This is also representative of more selective schools who rely on SAT’s as a main parameter of judgement. But now, let’s really put on some qualifiers and look at Fortune 500 CEO finalists, Olympians, the top 1% of achievers. CLICK. At the higher level of achievement, being motivated or being talented are not enough, you need to be both because the dead weight has already been siphoned off. As a point of comparison, lets look at Congress, CLICK One more important note on this as we discuss some theory behind motivation, sometimes a lack of talent can lead to lack of motivation, or similarly, a lack of perceived talent (self-esteem) can lead to a lack of motivation. This can also work in the opposite manner.
- Self-Motivated – You’ll never need to say a work Easily Motivated – Point them in the right direction, provide a peer role model and they are good to go Moderately Motivated – These are the meat and potatoes of what you are trying to reach. This is where you need to set up shop and put in the time because you will get your time and energy back in the end Potentially Motivated – This is where you start getting lost dividends because you might not see anything right away. This is the kid who comes back to years after and says, “you know when you said this, at the time I didn’t listen, but a few years later it clicked and I am kicking myself for not listening to you right away.” Non-Motivated – I don’t want to be pessimistic here, and some people will say you can motivate everyone, but its not the case. The most athletically talented individual I have ever coached, was immune to motivation. No amount of time I was going to spend was going to make a difference in that kids mind because he had already figured it out.
- There are two types of motivation: Intrinsic – based on meeting internal desires/needs; ideal because it requires less energy on your end and tends to be longer-lasting; disadvantage is it takes a long time to change someone to being intrinsically motivated Extrinsic – rely on outside controls (reward or punishment avoidance) or stimulation; (pay scale, bonus, employee recognition, “hey great job”, etc. , motivation only goes as far as the reward or punishment being provided, and has been shown to decrease intrinsic motivation
- Workplance Motivational Theory is Heizberg’s Two Factor Theory Presence of Motivators improve motivation Presence of Hygiene Factors doesn’t improve motivation but keeps your workers from becoming unmotivated Important for Student Affairs, because no one is getting paid a lot, so you have to focus on the motivators more otherwise that absence of motivators leads to
- When you are invested you can determine how they are motivated. Obviously you would like intrinsically motivated people on the bus, but that’s not always possible. Regardless find out if someone is intrinsically or extrinsically motivated and play off those desires and needs. Ben Pickett - “Top 5, blah, blah, blah, blah, Dad called five minutes later” Comparison: Lynne – direct to the point, almost demotivating; very internally driven almost to a fault MK – cussing, yelling; extrinsically motivate Angelina, Sarah – everything is exact in planning; intrinsically motivated Angel – back her off the anxiety, everything is going to be ok; intrinsically motivated but have to back her off Nicole – Puppies, unicorns, and rainbow; intrinsic at practice, extrinsic at races Brandan – scholarship; extrinsically motivated through threats
- Find a yes man first. This is the most important person in the short term. Why? Because they grease the wheels and make it easier for the “East Investors” to join on who are the most important in the long term. Remember their value is in being pragmatic and skeptical, that’s why they weren’t first. Once you get the ball rolling and people are getting on the bus, it snowballs REMEMBER, WE ARE TRYING TO INSPIRE AND GET OUT OF THE WAY. NOT MICRO-MANAGE. It’s hard to motivate one person, but once you have one, its easier to motivate a second, and then it gets exponentially easier from there until there is a culture and a vision so clear, you no longer need to motivate at all.
- When you have a strong vision, one that people can come back to you as their guide, then they don’t need a road map on what to do. If you are invested in them, and they are invested in the vision/culture, you need to trust that they will do things correctly, so get out of the way. When you do that, they make decision and choices on their on the own which increases investment, increases motivation, increases leadership, while at the same time, increases the possibility of discovering something new that is better than the original path. Refer back to the Congressional Approval ratings
- What to do with the ones who are hard to motivate? You are not going to be able to reach everyone.
- The best questions are open ended. Its amazing how far you can get just by asking an open ended question and listening. The best place to start is to ask yourself this question. What would you write. Then ask other people that question, don’t give clarification, just let them speak. Don’t be afraid of moments of silence, just wait. Inspire and Get Out of the Way: investment in them = them feeling valued; role = investment; ownership = motivation
- A step up from Organizational as there is a personal responsibility to visibly meet all the expectations with strength of leadership determined by extent and consistency the one meets the expectations
- A step up from previous level as now there is a responsibility to go beyond the written script and improvise the leadership.
- A step up from the previous level as this is the first level that cannot be faked and be effective. Requires a personal and emotional investment and caring of other people.
- A step up from previous levels as it is the first level that requires you to make decisions for the good of the whole rather than an individual. Peer accountability is the toughest aspect of leadership and its effectiveness is determined by how well you operated on the first four levels so
- If you remember from the beginning of our conversation we said the first step is investment. But why start there? Why not start leading by: What we are going to do? How we are going to do it? And why its necessary? Simon Sinek, a marketing strategist, explains it the best why we must start with investment. He says great leaders and great companies start with WHY first, then work their way out. CLICK VIDEO:
- When you get to this point it’s time for the most important part.
- You are never going to have the resources that you are going want so you have to be resourceful, which means you need to empower your constituents.