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ASAE Turning Ideas into Action Game Changer by John Spence


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ASAE Turning Ideas into Action Game Changer by John Spence

  1. 1. Ideas to Action
  2. 2. Kuala Lumpur Oct 6th 2011
  3. 3. Anyone who tells you they enjoy change… should seek immediate professional help.
  4. 4. For those who are prepared…For those who are prepared… …chaos brings opportunity
  5. 5. • The willingness… even enthusiasm… to change EVERYTHING combined with the wisdom to understand what must NEVER be changed.
  6. 6. The Key To Success in the New Normal… •Nimbleocity •Nim-bo-licous
  7. 7. (T + C + ECF) x DE = Success
  8. 8. Connoisseur of Talent • The time to look for TOP talent is NOW! • Know Exactly what you are looking for. • Do NOT settle for anyone who does not meet your basic criteria. • Check everything, test everyone. • Get trained on interviewing. • Use team interviews. • Check for commitment. • Create a cult of Excellence!!!
  9. 9. 1,300,000 interviews: Basic 4 + 1 Page 8
  10. 10. Brand New from HBR • Individual differences are nurtured. • Information is not suppressed or spun. • The company adds value to employees rather than merely extracting it from them. • The organization stands for something meaningful. • The work itself is intrinsically rewarding. • There are no stupid rules.
  11. 11. Extreme Customer Focus
  12. 12. Extreme Customer Focus VOC
  13. 13. Moments Of Truth Page 8
  14. 14. 10 – 15 %
  15. 15. Vision + Values Strategy Commitment Alignment SystemsCommunication Support Adjust / Innovate Reward / Punish Where are we going + how will we behave on the way? Focus Differentiation “No” Stakeholders + guiding collation Vision + Values Strategy Plans Goals / Objectives Tactics / Actions Procedures / Protocols Repeatable ProcessClear / consistent / relentless Training + time / money / supplies / people Measure / Track Communicate Transparency Renewal Praise + Celebration and Eliminate Mediocrity 9 Steps for Ensuring Effective Execution
  16. 16. Obstacles to Execution
  17. 17. 1. There is a real void of clear, direct and understandable communication. This results in people doing what they want to do, not what they need to do and breeds a climate of not caring about the customers/clients or their colleagues.
  18. 18. 2. Dysfunctional behavior is accepted or ignored and worse yet, colleagues, management reward it.
  19. 19. 3. There is no definition of what is acceptable and what is unacceptable.
  20. 20. 4. Management do not promote and confirm that accountability is a key principle within their company.
  21. 21. 5. Good people may leave because of frustration that their employees are ignoring the issue and is not proactive in seeking and implementing a solution to change the environment.
  22. 22. Accountability • 100% Clarity + Authority • 100% Agreement • Track & Post • Coach, Mentor, Train, Support • Reward / Punishment
  23. 23. Clarity
  24. 24. Drone Scapegoat Ownership Mentality Loose Cannon HIGH LOW LOW HIGH Authority Accountability Empowerment
  25. 25. The Four Pieces of Paper… Agreement
  26. 26. Keep a Compelling Scoreboard • It has to be simple • It has to be visible to the team • The has to show all key metrics • it has to tell you immediately if you are winning or losing!! Tracking
  27. 27. Create a culture of catching people doing things RIGHT!
  28. 28. • Embrace and Revel in Change. • Talent is KEY to Success • Build a Winning Culture • ECF = VOC + MOT • Demand Disciplined Execution • 5 Steps to Accountability • Celebrate Success Lavishly • Deal Decisively with Mediocrity Summary
  29. 29. THANK YOU If you have any questions at all please do not hesitate to send a note or call. My email address is: PLEASE connect with me on LinkedIn Also, you might find value in the ideas I share in my blog. You can sign up for it at: Lastly, these slides have already been uploaded to: