High-Performance Partnerships - National Academy of Public ...
High-Performance Partnerships - National Academy of Public ...
High-Performance Partnerships - National Academy of Public ...
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LEADERSHIP<br />
chapter five<br />
2. Use incentives and recognize<br />
achievements.<br />
Incentives can be a powerful motivator to reinforce<br />
positive behavior and sustain leaders.<br />
Extensive research describes the incentives that<br />
are most effective, such as increased decisionmaking<br />
authority, monetary rewards, and recognition<br />
for a job well done. Communicating<br />
partnership results to the community fosters<br />
broad-based support for other activities. A wellregarded<br />
partnership has a greater likelihood <strong>of</strong><br />
retaining its current workforce and recruiting<br />
future leaders than a poorly performing one.<br />
3. Establish mentor/protégé relationships.<br />
A partnership’s leaders are the best source <strong>of</strong><br />
inspiration for the next generation <strong>of</strong> leaders.<br />
By creating an extensive mentor/protégé initiative,<br />
a high-performance partnership achieves<br />
mutual benefits. Leaders help prevent their own<br />
burnout by developing a talented cadre to help<br />
shoulder the load. The protégé benefits by<br />
becoming prepared for a leadership position.<br />
This is one <strong>of</strong> the best ways to transmit values<br />
and vision throughout the partnership.<br />
FIGURE 5-4<br />
LEADERSHIP COLLAGE<br />
Leadership<br />
• Focus on what you<br />
have in common, not<br />
on your difference.<br />
• Build on commonalities.<br />
• "let's make a difference<br />
in the world."<br />
Extend<br />
the Reach<br />
Asset Mapping<br />
Mobilize<br />
Partners<br />
Manage<br />
change<br />
There's a need for both change<br />
and stability in partnerships.<br />
Look for the "up" and "down"<br />
side in both.<br />
• Infancy (birth to 3 years)<br />
-Serve as Entrepreneur<br />
• Mid-Life (3—10 years)<br />
-Serves as Mentor<br />
• Mature (10 years)<br />
-Serves as Storyteller<br />
Develop<br />
Others<br />
Leaders<br />
Make it<br />
Happen<br />
Point<br />
the way<br />
• Cheerleaders make noise.<br />
Champions make it happen.<br />
• Corporate storytelling<br />
is important. This is<br />
how values are shared.<br />
...so to<br />
avoid burnout.<br />
Ensure<br />
<strong>Performance</strong><br />
• Deliver the<br />
goods (and services)<br />
• Maximize ROI<br />
Grow<br />
in the<br />
Office<br />
Work in larger<br />
complex areas<br />
where others they<br />
do not see daily<br />
must be trusted.<br />
Harness<br />
Resources<br />
Leverage other's efforts.<br />
...as they serve as<br />
stewards <strong>of</strong> stakeholder<br />
$$$ and the public's trust.<br />
80 Powering the Future: <strong>High</strong>-<strong>Performance</strong> <strong>Partnerships</strong>
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