Value Enhancement thru Optimal Organizational Development
Transcript of Value Enhancement thru Optimal Organizational Development
DE
NV
ER FALL
SU MMIT
2014
Next Practices from Adobe
Value Enhancement thru
Optimal Organizational
Development
Antonio HumphreysSenior Manager
Adobe
www.sig.org/eval
DE
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SU MMIT
2014
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© 2014 Adobe Systems Incorporated. All Rights Reserved. Adobe Confidential.© 2014 Adobe Systems Incorporated. All Rights Reserved. Adobe Confidential.
Welcome &
Adobe Overview
© 2014 Adobe Systems Incorporated. All Rights Reserved. Adobe Confidential.
Adobe Document Services
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Our Document Solutions Mission:
Reliably exchange the world’s documents for universal access, review, and approval.
Ad hoc Structured
DOCUMENT WORKFLOWS ENABLING TECHNOLOGIES
Adobe Reader Document
Services
Adobe Acrobat Adobe
EchoSign
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© 2014 Adobe Systems Incorporated. All Rights Reserved.
© 2014 Adobe Systems Incorporated. All Rights Reserved. Adobe Confidential.© 2014 Adobe Systems Incorporated. All Rights Reserved. Adobe Confidential.
Visual: ‘The New Creatives’
https://www.youtube.com/watch?v=OQrlAn_iqUY
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© 2014 Adobe Systems Incorporated. All Rights Reserved. Adobe Confidential.
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MONETIZE
MEASURE
MAKE
MANAGE
Adobe’s Advantage
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Visual: ‘Click, Baby, Click!’
https://www.youtube.com/watch?v=TZXUq7Pln3g&feature=kp
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Value Enhancement thru Optimal Organizational Development
Antonio Humphreys | Adobe Systems Inc.
© 2014 Adobe Systems Incorporated. All Rights Reserved. Adobe Confidential.
Organizational Development
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Factors & Variables:
• Department maturity level?
• Degree of change required?
• Current (and forecasted) business conditions?
• Political sensitivities?
• Level of talent required?
• Corporate culture’s ability and willingness to change and transform?
• Immediate vs. long-term organization needs?
LOW HIGH
© 2014 Adobe Systems Incorporated. All Rights Reserved. Adobe Confidential.
Organizational Development
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Survey:
Who has experienced an org change in their department
within…
“The only thing that is constant is change.” -Heraclitus
the past 2 years?
the past year?
the past 6 months?
“To improve is to change; to be perfect is to change often.”
-Churchill
© 2014 Adobe Systems Incorporated. All Rights Reserved. Adobe Confidential.
Organizational Development
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Keys to success:
• Don’t try to ‘boil the ocean’…prioritize!
• Tiered approach that allows sufficient time to make
clear assessments and a solid strategy
• Focus first on ‘foundational’, second on ‘evolving’,
and third on ‘elevating’
© 2014 Adobe Systems Incorporated. All Rights Reserved. Adobe Confidential.
Organizational Development
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Organization flexibility & empowerment
Job roles & responsibilities
Team training & development
Team skill-set assessment & hiring
FOUNDATIONAL
EVOLVING
ELEVATING
© 2014 Adobe Systems Incorporated. All Rights Reserved. Adobe Confidential.© 2014 Adobe Systems Incorporated. All Rights Reserved. Adobe Confidential.
Team Skill-Set Assessment and
Hiring/Rotating Best Practices
© 2014 Adobe Systems Incorporated. All Rights Reserved. Adobe Confidential.
Team Skill-Set Assessment
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Strengths Assessment:
• Review of top 5 – 10 skills
• Use tools like StrengthsFinder and SDI
• Review at individual and group levels to find both complimentary and unique
attributes
• Teams then know how to leverage each other based on core capabilities
Making it actionable:
• Assign projects based on key competencies
• Leverage key team members for specific tasks and contributions
• Focus and utilization of employee’s strengths drives engagement and
empowerment
© 2014 Adobe Systems Incorporated. All Rights Reserved. Adobe Confidential.
Hiring & Rotational Best Practices
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Based on assessments of existing team:
• Determine whether individuals are prime candidates for rotational
opportunities in other department functions or verticals
• Opportunities for continued exposure to different areas, keeps things
dynamic, and allows for job growth and expansion
• Have the opportunity to target the appropriate level and characteristics of
ideal candidate(s) for your team and department
• Helps in identifying either junior or senior level personnel
• Narrow search based on critical skill-set requirements
• Better able to justify compensation offers/packages to quality market
talent
© 2014 Adobe Systems Incorporated. All Rights Reserved. Adobe Confidential.© 2014 Adobe Systems Incorporated. All Rights Reserved. Adobe Confidential.
Team Training & Development
© 2014 Adobe Systems Incorporated. All Rights Reserved. Adobe Confidential.
Team Training & Development
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Team Training:
After Strengths Assessment, focus on mix of:
• Soft skills (i.e. emotional intelligence (EQ), presentation skills, influencing skills)
• Sourcing-specific skills (i.e. category management, negotiations)
• Technical skills (i.e. Excel, company financial analysis, TCO bid analysis)
Development Considerations:
• Build on ‘foundational’ learnings to evolve expertise on the team
• Don’t over train. Personnel will get ‘training burn-out’ if too much training is
scheduled.
• Use mix of virtual and face-to-face training (group interactions are key to help with
understanding of the content)
• Align with functional leadership traits to develop ‘top talent’
© 2014 Adobe Systems Incorporated. All Rights Reserved. Adobe Confidential.© 2014 Adobe Systems Incorporated. All Rights Reserved. Adobe Confidential.
Analysis of Job Roles & Responsibilities
© 2014 Adobe Systems Incorporated. All Rights Reserved. Adobe Confidential.
Job Analysis
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Level and Role Analysis:
• Need for consistency of functional roles/levels and associated skill-sets
(i.e. Finance vs. Procurement vs. Supply Chain vs. Operations)
• Inconsistency can cause confusion for both managers and employees
• Creation of specific job descriptions and associated responsibilities/accountabilities
• Clarity to personnel regarding career path and what’s required to elevate themselves
• Benchmark with peer functions and companies to ensure competitiveness with:
• Titles (i.e. Analyst or Specialist vs. Category Manager)
• Compensation (i.e. market-specific salary, bonuses, stock grants, other benefits)
• Partner with Human Resources to perform market compensation assessments
• Need to ensure pay bands for specific roles are up-to-date and market competitive
• Clarify and delineate roles/responsibilities with other functional partners (i.e. Legal, Finance,
Audit)
© 2014 Adobe Systems Incorporated. All Rights Reserved. Adobe Confidential.© 2014 Adobe Systems Incorporated. All Rights Reserved. Adobe Confidential.
Organization Flexibility & Empowerment
© 2014 Adobe Systems Incorporated. All Rights Reserved. Adobe Confidential.
Organization Flexibility & Empowerment
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When at mature and group ‘performing’ stage:
• Micromanagement is not required (becomes more of a
‘pull model’ for management engagement)
• Can offer more flexible working arrangements and
environments
• Work from different regional offices
• Work remote on virtual basis
• Time schedule is flexible due to needs of the
business (i.e. regional calls at night)
• Employees are elevated, engaged, and motivated in
their work
• Ultimately, drives maximum value for the business!
Empowerment
Continual
Training
Appropriate
Role
Growth & Elevation
Strength
Self-Aware
© 2014 Adobe Systems Incorporated. All Rights Reserved. Adobe Confidential.
Wrap-Up
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Many thanks for your time
today.
QUESTIONS?
Contact Info:
Antonio Humphreys
408-536-3930
Adobe Systems, Inc.
345 Park Avenue
San Jose, CA 95110-2704
DE
NV
ER FALL
SU MMIT
2014
Session #WS14
Value Enhancement thru Optimal Organizational
Development: Next Practices from Adobe
Antonio Humphreys
Adobe408-536-3930
Speaker: