• Share
  • Email
  • Embed
  • Like
  • Save
  • Private Content
Four moves for impact
 

Four moves for impact

on

  • 1,163 views

 

Statistics

Views

Total Views
1,163
Views on SlideShare
626
Embed Views
537

Actions

Likes
0
Downloads
29
Comments
0

5 Embeds 537

http://kevinwildeonline.com 266
http://www.kevinwildeonline.com 217
http://kevinwilde.kaynen.com 46
http://localhost 7
http://192.168.16.51 1

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment
  • IntroductionHappy to shareKnow that I am a learner and practitioner not expertTransition:- One area I have studied over the years …
  • What’s behind leaders impacting retention, profitability and customer satisfaction?2 slides from new General Mills study on climate with a focus on my managerSlide One: we created a quality manager index based on 5 employee responses and categorized managers as great, good, bad.
  • LuisSAY:We wouldn’t be talking about this if ALL our managers were already Great, or even Good.The fact is that many of our own are considered just Average and some plain Bad, as you can see from this slide.It shows a comparison between this year’s and last year’s results.We are losing ground to ourselves with now 35% vs. last year’s 32% considered only Average or Bad Managers.
  • LuisSAY:If we want to motivate and develop more great managers, we have to understand what they do. We went back to climate survey results to determine what Great Managers do to distinguish themselves—the behaviors fell into 3 themes…Invest, Value and Stretch. They INVEST their time and energy to help me succeedThey VALUE me as a partner and an integral part of the teamAnd, they STRETCH me to make a difference…to impact the company in a big way.

Four moves for impact Four moves for impact Presentation Transcript

  • Four Moves for Impact Kevin D. Wilde runwilde98@yahoo.com © 2012
  • 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 ideasto drive the business… …but the lack of theright moves– overtime – which makes a real difference.
  • Employee View: Not Good! % Pos Category 1995Development 39Diversity &Work Life 45Commitment 50Empowerment 54
  • Problem to Progress % Pos % Pos Change in % Category 1995 2006 positiveDevelopment 39 81 + 42Diversity & Work Life 45 82 + 37Commitment 50 83 + 33Empowerment 54 84 + 30
  • 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 Description: WorksheetPrinciple Ideas Application Notes •Starts with business caseIt’s Real Work •A real business need •Using simple business language •High enough importance to apply scarce resources •You can make a difference •Sponsor will care •Solution is clearly and directly connected toIt’s Simple the problem/opportunity •Uses “Lean Thinking” as the shortest path of action •Feels familiar with past successes and business approach •Well planned and thought throughIt’s Capable •Resources right •Potential obstacles considered with responses •Sustainability built-inIt’ll Stick •Integrated and supported by other talent systemsFollow Up 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
  • “Cross-boundary teamwork is encouraged and recognized.”%FAVORABLE Only 52% Agree 52% 99 02 03 04 05 06 08 10
  • From teamwork to HMM
  • “Cross-boundary teamwork is encouraged and recognized.”% 80%FAVORABLE Agree 80% 76% 69% 67% 65% 59% 52% 49% 99 02 03 04 05 06 08 10
  • 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 FactorsFactor Employee ManagerBias For Action Assessment: Action Plan:Build Diverse Organization Strengths Development Need:Business/Functional Expertise 1Communication SkillsDecisiveness 2EmpoweringPeople/Organizations 3 Knowledge/Skill to AcquireInnovation/Creativity 4Integrity/ValuesInterpersonal Skills Develop Needs Development Plan: Current Job or OtherJudgmentLeading Change 1Maturity/Adaptability 2 Follow Up Date/AccountabilityPeople Select & DevelopmentPlanning & Organization 3Savvy/Street Smarts 4 Progress:Self Insight/DevelopmentTenacity/Resilience 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 6. Create energized job performance 2002-5 5. Ensure quality action planning 4. Support robust career discussions 1995-9 3. All employees get competency-based, development feedback 2. Build readiness of high potential pipeline Early 1990‟s1. Develop current leadership teams
  • 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
  • Case Study: Great Manager 32
  • Great Manager Index10090 Recommend Mgr80 Communicates with Me70 Effective People Mgr60 Regular Feedback50 Effective Coach40302010 0 Great Good Bad 33
  • Distribution of Managers Great Good Average Bad 5 Gen Mills US „08 26 27 42
  • Manager Impact: Bad100% 90% 80% 70% 60% Bad 50% 40% Good 30% Great 20% 10% 0% Retention Best Effort Extra Mile
  • Good 2X Retention Rate as Bad100% 90% 80% 70% 60% Bad 50% 40% Good 30% Great 20% 10% 0% Retention Best Effort Extra Mile
  • Great 2X Performance as Good100% 90% 80% 70% 60% Bad 50% 40% Good 30% Great 20% 10% 0% Retention Best Effort Extra Mile
  • 5 High Impact PracticesLeader Engagement &Learning Metrics & Accountability 12 months of conversations Accessible One over One IDP Tools 39
  • Great moves 27% to 32% GreatGreat Average27% 32% Average 26% 29% Good Good 38% 37%
  • 2 year progress 80% 5 5 26 26 Climate F11: 3228 “My Manager is 41 making an effort to 37 improve” 41
  • 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 Magazine www.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, etc www.kevinwildeonline.com
  • Question?