Un leashemployeetalents 16sept10_nyc_bizsolutns

549 views

Published on

Unleash Your Employee';s Untapped Talents for lasting competitive advantage. Sept. 16, 2010

Published in: Education
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total views
549
On SlideShare
0
From Embeds
0
Number of Embeds
2
Actions
Shares
0
Downloads
6
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

Un leashemployeetalents 16sept10_nyc_bizsolutns

  1. 1. Unleash Your Employee’s Untapped Talents<br />
  2. 2. Our Hosts:<br />
  3. 3. What You Should Know About Me<br /> 20 Years In Corporate America<br />Began Career as Recruiter<br />Marketing & Sales Background<br /> Teach Organizations How to<br />SELL Themselves<br /> Transition in 2009 from Career Coach to Business Coach<br />
  4. 4. Today’s Agenda<br />Your Employees Matter Most<br />Match Employee competencies With Responsibilities<br />Get the MOST out of Your People<br />Create a Happy workplace<br />Assessing People Successfully<br />Get Your People’s Input to Save Your Business<br />
  5. 5. Your People Matter Most<br />
  6. 6. 6<br />Your People Matter Most<br />“If your employees were valuable enough to hire, they’re valuable enough to be your most valued asset.”<br />Ethan Chazin<br />
  7. 7. Your People Matter Most<br /><ul><li>360 Degree Assessments Are KEY.
  8. 8. Front Line Staff Evaluate Managers, Senior Management & Ownership.
  9. 9. Integrated Individual, Team, and Organizational Goals Are Required.
  10. 10. It’s NOT About Compensation.
  11. 11. You Can NEVER Communicate Too Much.
  12. 12. Where’s Your Mission & Vision Statement?
  13. 13. Conduct a Companywide Efficiency Audit</li></li></ul><li>8<br />Your People Matter Most<br />Only 21% (1 in 5) of the employees surveyed are “engaged” in their work, and 38% admitted being partly to fully disengaged. <br />Engagement was defined as employees willing to go the extra mile to help their company succeed.<br />Towers Perrin March, 2008 Global Workforce Study. <br />
  14. 14. 9<br />Your People Matter Most<br />“…at a time when companies are looking for every source of potential advantage, the workforce itself represents the largest reservoir of untapped potential.”<br />Julie Gebauer<br />Towers Perrin<br />Managing Director<br />
  15. 15. 10<br />Your People Matter Most<br />88% of U.S. workers consider themselves creative, BUT only 63% said their positions were creative.<br />75% of survey respondents thought their employers valued creativity.<br />One in five said they would change jobs, even if it meant LESS money to be MORE creative.<br />Survey conducted by IPSOS Research in 2007 to 564 adults for the 2007 National Conference on<br />the Creative Economy.<br />
  16. 16. Match Your Employee’s Competencies to Their Responsibilities<br />
  17. 17. http://drcarmont.com/home<br />
  18. 18. 13<br />Why You Need To Do This<br />Today, more than ever, companies MUST find new ways to harness the untapped talents and creative energies of their employees, for their business survival!<br />
  19. 19. 14<br />Why You Need To Do This<br />In a 2008 study by Resources Global, 80% of global HR leaders believe the “war on talent” is a key & enduring business issue in the next ten years.<br />
  20. 20. How It Works…<br />Select a Dept. for the Employee<br />
  21. 21. How It Works…<br />Select a Job Title for the Employee<br />
  22. 22. How It Works…<br />Build the Employee’s Core Competencies<br />
  23. 23. Get the MOST Out of People<br />
  24. 24. Demand People’s BEST<br /><ul><li>It’s YOUR Responsibility to Motivate.
  25. 25. Job Rotations Expand Skills and Ensure Business Continuity.
  26. 26. Challenge Your People Often.
  27. 27. Jack Welsh Was Only Half Right!
  28. 28. Teach Creative Thinking & Problem Solving.</li></li></ul><li>Demand People’s BEST<br /><ul><li>Offer Formal Training & Development (Job Specific and General Knowledge.)
  29. 29. Strategic Coaching & Mentoring.
  30. 30. Foster Competition.
  31. 31. Teams Are Critical.
  32. 32. Always Defend Against Internal Conflict (“…if a house be divided against itself, that house cannot stand.” Mark 3:25)</li></li></ul><li>Demand People’s BEST<br /><ul><li>Communicate All the VICTORIES!
  33. 33. EVERYONE’S Responsible for Gathering Competitive Intelligence
  34. 34. Conduct a Personal Assessment for All Employees.
  35. 35. Mystery Shop Your Business</li></li></ul><li>Happy People Are Productive People<br />
  36. 36. Create a Happy Workforce<br /><ul><li>Provide Options to Maximize Your Force:
  37. 37. Telecommuting
  38. 38. Define Your Company Values
  39. 39. Family Friendly
  40. 40. Job Rotations
  41. 41. Job-sharing
  42. 42. Flexible Work Schedules
  43. 43. Automate ALL Your Repetitive, High Volume, Low Value Tasks</li></li></ul><li>Create a Culture of Character…NOT Characters!<br />
  44. 44. Attributes of TOP Performers<br /><ul><li>Character
  45. 45. Multi-Skilled
  46. 46. Reliable
  47. 47. Positive
  48. 48. Responsible</li></ul>www.realtruth.org/articles/100108-004-society.html<br />
  49. 49. Attributes of TOP Performers<br /><ul><li>Proactive
  50. 50. Dependable
  51. 51. Diligent
  52. 52. Self-disciplined
  53. 53. Dedicated</li></li></ul><li>Assess Employee Performance for Business Success<br />
  54. 54. Assess Employee Performance<br /><ul><li>Your people write their own annual goals and objectives.
  55. 55. Your people write each other’s goals and objectives.
  56. 56. Your direct reports write their manager’s goals and objectives.
  57. 57. Your customers assess your people.
  58. 58. Your people assess you.</li></li></ul><li>Assess Employee Performance<br /><ul><li>Evaluate/Communicate Performance-based Feedback All Year Long.
  59. 59. Support, Encourage, Incentive “Calculated” Risk-taking.
  60. 60. Embrace Your Organization’s Failures.</li></li></ul><li>Solicit Employee<br />Input Constantly<br />
  61. 61.
  62. 62. Solicit Employee Input<br /><ul><li>Your People Are Closest to Your Customers, Systems, and Processes.
  63. 63. Develop a Formal Idea Generation Program.
  64. 64. Compensate BEST Ideas.
  65. 65. Integrate Idea Solicitation With Reward & Recognition Programs.
  66. 66. Communicate, Communicate, Communicate.
  67. 67. Set Aside Money For Internal Start-Ups.</li></li></ul><li>
  68. 68. Resources<br />
  69. 69. Resources<br /><ul><li>www.businessballs.com/motivation.htm
  70. 70. http://humanresources.about.com/od/involvementteams/Team_Building_Employee_Empowerment_Employee_Involvement.htm
  71. 71. www.1000ventures.com/business_guide/crosscuttings/team_main.html
  72. 72. www.leadership-tools.com/team-building-tools.html
  73. 73. www.businessmanagementdaily.com/glp/11665/best-practices-leadership-team-management.html#signup
  74. 74. www.essortment.com/all/teamworkandt_rhuw.htm
  75. 75. www.ehow.com/how_5023348_evaluate-employee-performance-easy-steps.html</li></li></ul><li>Let’s Recap<br />Your PEOPLE Matter MOST<br />Make Employee Competencies Match Their Responsibilities<br />Get the MOST out of Your People<br />Happy People Are Productive People<br />Assess For Success – the Art of Performance Reviews<br />Get Your People’s Ideas CONSTANTLY<br />

×