Four moves for impact
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Transcript of Four moves for impact
The Interest In Good Moves Started Eary
Fortunate to learn the learning dance
Recent Leadership Development Recognition
Recent Learning & Development Recognition
Excited About Learning Moves, But…
It’s not the lack of learning &
development ideas to drive the business…
…but the lack of the right moves–
over time – which makes a real difference.
Category % Pos1995
Development 39
Diversity & Work Life 45
Commitment 50
Empowerment 54
Employee View: Not Good!
Category % Pos1995
% Pos2006
Change in % positive
Development 39 81 + 42
Diversity & Work Life 45 82 + 37
Commitment 50 83 + 33
Empowerment 54 84 + 30
Problem to Progress
Four Principle Moves to Explore
• It’s Real Work
• It’s Simple
• It’s Capable
• It’ll Stick
Invitation to Join in• Think of a current or possible initiative
Initiative Worksheet
Principle Ideas Application Notes
It’s Real Work •Starts with business case•A real business need•Using simple business language•High enough importance to apply scarce resources•You can make a difference•Sponsor will care
It’s Simple •Solution is clearly and directly connected to the problem/opportunity•Uses “Lean Thinking” as the shortest path of action•Feels familiar with past successes and business approach
It’s Capable •Well planned and thought through•Resources right•Potential obstacles considered with responses
It’ll Stick •Sustainability built-in•Integrated and supported by other talent systems
Follow Up Notes:
Description:
IT’S REAL WORK
Starts with business case
A real business need
Using simple business language
High enough importance to apply scarce resources
You can make a difference
Sponsor will care
% FAVORABLE
99 02 03 04 05 06 08 10
52%
Only 52% Agree
“Cross-boundary teamwork isencouraged and recognized.”
From teamwork to HMM
% FAVORABLE
99 02 03 04 05 06 08 10
52%49%
65%
59%
67%69%
76%
80%
80% Agree
“Cross-boundary teamwork isencouraged and recognized.”
IT’S SIMPLE
Solution is clearly and directly connected to the problem/opportunity
Uses “Lean Thinking” as the shortest path of action
Feels familiar with past successes and business approach
OLD: 20 Success Factors
Factor Employee Manager
Bias For Action
Build Diverse Organization
Business/Functional Expertise
Communication Skills
Decisiveness
Empowering People/Organizations
Innovation/Creativity
Integrity/Values
Interpersonal Skills
Judgment
Leading Change
Maturity/Adaptability
People Select & Development
Planning & Organization
Savvy/Street Smarts
Self Insight/Development
Tenacity/Resilience
Assessment: Action Plan:
Strengths1
Development Need:
2
3 Knowledge/Skill to Acquire
4
Develop Needs Development Plan: Current Job or Other
1
2 Follow Up Date/Accountability
3
4 Progress:
Employee Interest:
NEW: IDP• What Energizes You?
• What Strengths Can Be Better Used?
• What Development Needs Can Be Addressed?
• What’s A Reasonable Action Plan?
Leadership Feedback
Simply 360
50 pages to simply 8
• Regression of survey questions
• 3 Improve • rank strengths• rank change
• Comments
• All details (1 page)
IT’S CAPABLE
Well planned and thought through
Resources right
Potential obstacles considered with responses
EVOLUTION OF THE IDP PRACTICE
1. Develop current leadership teams
4. Support robust career discussions
3. All employees get competency-based, development feedback
5. Ensure quality action planning
2. Build readiness of high potential pipeline
6. Create energized job performance
Lead
ersh
ip fo
cus
Produ
ctive
mee
ting
Effect
ive &
relev
ant
Early1990’s
1995-9
2002-5
IT’LL STICK
Sustainability built-in
Integrated and supported by other talent systems and teams
IDP Annual Season
Four Checks Before You Dance!
• It’s Real Work
• It’s Simple
• It’s Capable
• It’ll Stick
32
Case Study: Great Manager
33
Great Manager Index
Great Good Bad0
10
20
30
40
50
60
70
80
90
100
Recommend Mgr
Communicates with Me
Effective People Mgr
Regular Feedback
Effective Coach
Distribution of Managers
Gen Mills US ‘0826
42
27
5
Great Good Average Bad
Manager Impact: Bad
Retention Best Effort Extra Mile0%
10%20%30%40%50%60%70%80%90%
100%
BadGoodGreat
Good 2X Retention Rate as Bad
Retention Best Effort Extra Mile0%
10%20%30%40%50%60%70%80%90%
100%
BadGoodGreat
Great 2X Performance as Good
Retention Best Effort Extra Mile0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
BadGoodGreat
39
5 High Impact Practices
Leader Engagement &Learning
One over One IDP
12 months of conversations
Metrics &Accountability
AccessibleTools
Great moves 27% to 32%
Average29%
Good38%
Great27%
Average26%
Good37%
Great32%
41
2 year progress
Climate F11:“My Manager is
making an effort to improve”
80%
FY0928
265
41
2632
5
37
Four Checks Before You Dance!*
• It’s Real Work
• It’s Simple
• It’s Capable
• It’ll Stick
* From Chapter 25 “You’ve Got 2 Minutes”,Dancing with the Talent Stars: 25 Moves that Matter now
Thank You!• “Working Knowledge” Column
Talent Management Magazinewww.talentmgt.com
• Dancing with the Talent Stars:25 Moves That Matter Now
– Talent Management– Learning Strategies– Executive Development– HR Excellence
www.amazon.com
• Collection of book chapters, etcwww.kevinwildeonline.com
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