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Presentation by Mario Derba at Ambrosetti Human Resources Workhop

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Mario Derba Lecture at Ambrosetti's Human Resources Workshop, Cernobbio, October 2008

Mario Derba Lecture at Ambrosetti's Human Resources Workshop, Cernobbio, October 2008

Published in: Business, Education

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  • 1. La sfida di valorizzaree motivare le risorse umane in un’Azienda globale
  • 2. Since 2005 at Microsoft EPG Lead – Italy, Italy Managing Director, then Western Europe Senior Director25 years IT sales & svcs internationalexperience
  • 3. To enable people and businesses throughoutthe world torealize theirfull potential
  • 4. “To Enable People And Businesses Throughout TheWorld Realize Their Full Potential”As A Company, And As Individuals, We Value: Integrity And Honesty Passion For Customers, For Our Partners, And For Technology Openness And Respectfulness Taking On Big Challenges And Seeing Them Through Constructive Self-Criticism, Self-Improvement, And Personal Excellence Accountability To Customers, Shareholders, Partners, And Employees For Commitments, Results, And Quality
  • 5. 84.000 19.641 5.60088 89 90 91 92 93 94 95 96 97 98 99 00 01 Today
  • 6. The Influence Model forms the second phase of the Performance Leadership approachWhere are you today and What do you need to How do you lead thewhere do you want to go? do to get there? implementation? Direction Account-ability Coordination & Control Role-modeling Fostering understanding and conviction External Leadership Innovation Behavior Orientation and mindset shifts Developing Reinforcing talent with formal Capability Motivation and skills mechanisms Environment & VauesPerformance Profile Influence Model TailoredUnderstand current Develop a set of Implementationperformance and set initiatives required to Architect anaspirations for the future change mindsets and implementation programbased on a diagnosis of behaviors and close the and make choicesthe nine elements of existing performance around tailoring theorganizational gaps changesperformance
  • 7. The Influence Model consists of four change levers designed to shiftmindset and behaviors "I will change my own behavior if…" Role-modeling Fostering “I see superiors, peers understanding and and subordinates conviction behaving in the new “I know what is way” expected of me – I agree with it, and it is meaningful” Reinforcing with Developing talent and formal mechanisms skills “The structures, “I have the skills and processes and systems competencies to behave reinforce the change in behavior I am being in the new way” asked to make”
  • 8. My MicrosoftManagement ExcellenceTalent ManagementWorkplace AdvantageOff-the-record 9
  • 9. …and for managers toWe’re making it easier than provide the targetedever to create a high-quality and relevant coachingcareer development plan… employees are asking for 10
  • 10. Management Excellence From Culture “Aspire To” CultureFeatures and technology Solutions and servicesProduct focus Customer focusLast minute heroics Disciplined executionActivity-focus Results-focusSolve for my P&L Solve for MicrosoftIndividual-focused CollaborativeOpacity Transparency
  • 11. CAREER EVENTS CONNECTIONS CONTINUOUS LEARNING Manager Ramp Up Management Excellence Recommended Readings Manager (M1) Community (MEC) ME OneNote Notebook Foundation Leaders who Teach Job Aids Midterm Mentors and Coaches Tip of the Week Pivotal Community Events E-Coaching Manager of Managers (M2) MEC Web Online training Foundation Midterm Classroom training Pivotal Best Practices
  • 12. Career development Integrated Talentis the main focus Management(~80% of time)Commitment check-in Cycle includes two(~20% of time) annual processes 15
  • 13. What stage am I in? Choose Development What path am I on? Activities Where do I want to go? What development activities and experiences will meet my development and career objectives? ONE Development Plan What results are expected?How do I get to the next Take Assessment stage? Where are my development gaps? What competencies enable better results?
  • 14. Providing a Competitive Advantage through more Productive Work Environments
  • 15. Q&AMario DerbaSenior Director – Western EuropeVia Rivoltana 1320090 Segrate (MI) ItalyPhone: +39-0270392210Mobile: +39-335-7940441e-mail: maderba@microsoft.com 18
  • 16. © 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries.The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation. MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.

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