Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Position vs Positioning

137 views

Published on

Keeping your workforce engaged is critical to high performance organizations. A key to this is understanding how to position your employees for success.

Published in: Business
  • Be the first to comment

  • Be the first to like this

Position vs Positioning

  1. 1. Positioning vs Position GCATD October 6, 2017
  2. 2. Bio – Darrin Murriner
  3. 3. Position Examples
  4. 4. Positioning Examples Plays: 1. 100 base plays 2. 5-6 Variations for routes / reads (500) 3. 12+ Defensive schemes (6,000)
  5. 5. Positioning Requires Context Positioning requires an understanding of the context our people work well in: • Score (winning or losing, by how much?) • Point in the game (Q1 or Q4) • Down & distance (4th & 1 or 1st & 10) • Play sequence (5th running play in a row?) • Defense’s ability to stop the run (32nd in the league or 1st?)
  6. 6. Traditional Career Path (Position Focus)
  7. 7. How Positioning is Changing “Instead of wanting to switch jobs between companies, Gen Z appears interested in switching roles within companies.” ~Ryan Jenkins, author of The Millennial Manual
  8. 8. Position Focus Positioning Focus No Context Search for Exceptional Talent Context Nurturing the Environment Positioning & Talent Development
  9. 9. The “Exceptional Talent” Myth
  10. 10. Carmelo Anthony Example Season Team / W-L Record Scoring Average 06-07 Den / 45-37 22.8 07-08 Den / 50-32 28.2 08-09 Den / 54-28 25.2 09-10 Knicks / 29-53 26.3 10-11 Knicks / 42-40 25.6 11-12 Knicks / 36-46 22.6 12-13 Knicks / 54-28* 28.7 13-14 Knicks / 37-45 27.4 14-15 Knicks / 17-65 24.2 15-16 Knicks / 32-50 21.8 16-17 Knicks / 31-51 22.4
  11. 11. Exceptional talent can fail when we don’t position them correctly Anyone can be an exceptional talent if positioned correctly for success The “Exceptional Talent” Myth
  12. 12. Context Exercise Go to cloverleaf.me/live 1. 2.
  13. 13. Positioning Requires Context We need a framework to evaluate context to determine how to position our people for success: • Growth expectations • Manager relationship • Team dynamics • Strengths / skillset • Clear understanding of goals • Work environment
  14. 14. Conflict / Agreement Skill Inventory Work Styles Team Roles Strengths
  15. 15. Non-technology approaches • Growth expectations – hiring practices, interview questions • Manager relationship – 1:1’s, tailored approaches • Team dynamics – work environment, regular group meetings (with purpose) • Strengths – assign more work that energizes • Clear understanding of goals – personal goals are often more powerful than professional goals • Work environment – budgets for workspace enhancements
  16. 16. Peter’s Example
  17. 17. www.cloverleaf.me darrin@cloverleaf.me

×