Krithika Krishnamurthy, “We compete against market transitions not competitors: John Chambers, Cisco,” The Economic Times, December 14, 2015, http://economictimes.indiatimes.com/opinion/interviews/we-compete-against-market-transitions-not-competitors-john-chambers-cisco/articleshow/50168070.cms
Who are the drivers of change in your organization?
Today’s nurses aren’t just caring for the sick; they’re changing our very notion of modern medicine and health care delivery. Nurses are giving TED talks, publishing scientific research, developing mobile medical applications, and actively addressing health care policy. They’re collaborating with their colleagues, from social workers and oncologists to hospital administrators and public safety personnel. The field is growing, and so are opportunities for nurse practitioners, DNP and PhD nurses, nurse educators, nurse-anesthetists, and nurse researchers.
Nursing has become more complex in ways that couldn’t have been imagined a generation ago. Now there’s an imperative to be not just a great caregiver but a great innovator too. The demands of health care are calling for a new generation of thinkers who want to be agents of care innovation. It’s a profession for the intellectually curious, lifelong learner.
McKinsey & Company forecasts that by 2025, automation technology innovations will assume control over tasks that are now performed by 250 million knowledge workers worldwide, freeing the remaining work force to devote their time and energy to more creative pursuits. https://www.entrepreneur.com/article/245827
At least 25% of [IT] jobs in their current workforces will be cut by 2020 - Sourcing Industry Conference (SIC) http://www.computerworld.com/article/2994377/it-careers/automation-expected-to-cut-workforce-needs-by-25-at-it-services-firms.html
Nobody expects lifetime employment. Loyalty is dead without trust.
Gig Economy – Contingent Workers will make up 40-50% of the Workforce by 2020 72% of freelancers who also have a “regular job” want to work independently and 62% plan to quit in two years 86% of US workers are either disengaged or actively disengaged (sabotaging others) – meaning most of your employees – including your “high potentials” are working “part time”
People refer to the “life’s work” not their “life’s job.”
Tours of Duty: “This seeming contradiction— regularly changing roles in the context of a long-term relationship— is the essence of the tour of duty framework.”
Reliability focuses on conformity with past standards / expectations. RESUME-worthy results are about the future. Projects – definite beginning, middle and end
Deloitte "Global Human Capital Trends: 2016" - 92% of companies believe redesign is important; only 38% of all companies and 24% of large companies (50K+ employees) are functionally organized
Reliability focuses on conformity with past standards / expectations. RESUME-worthy results are about the future.
Google is creating a startup haven to prevent staff from leaving | April 24, 2016 https://lnkd.in/bthcBns The Area 120 incubator would let curious Googlers work on new ideas full-time. Read more.
Tours of Duty: “This seeming contradiction— regularly changing roles in the context of a long-term relationship— is the essence of the tour of duty framework.” http://casnocha.com/2016/04/what-actually-alliance.html
Even your HIGH POTENTIALS are planning to leave: According to a study of more than 20,000 high potentials (HBR, 2010 - https://hbr.org/2010/06/are-you-a-high-potential): 33% admit to not putting all his or her effort into the job. 25% intend to leave your employ within the year. 12% are actively seeking new jobs. 40% of internal job moves made by “high potentials” end in failure.
One in four "high potentials" are actively planning to leave (How to Keep Your Top Talent, HBR 2010)
Cindy Lewiton Jackson (Bain): "The goal is not to retain employees. The goal is to build lifelong affiliation."
HBR 2010: High Potential stats (Redefine a HiPo as someone who is planning to leave instead of the other way around) High potentials (likely to move up two levels > Likely to move to more impactful activities including externally) Hastings: "We're a team; not a family."
Scenario: a star trader at a bank who’s disappointed with the size of her annual bonus. Instead of being blindsided when she defects to a rival, a bank using Scout could identify her discontent early and make sure she doesn’t take sensitive data or other team members with her.
“An ideal framework encourages employees to develop their personal networks and act entrepreneurially without becoming mercenary job-hoppers. It allows companies to be dynamic and demanding but discourages them from treating employees like disposable assets.”
[EXERCISE – Groups of 2-3 – 10 minutes] Work with your partner to identify the item from this list that has the most immediate implications for your current situation and what are some next steps you can take to address these opportunities.
[GROUP DEBRIEF – 10 minutes]
Beyond "Hire To Retire"
“HIRE TO RETIRE”
Rethinking the Employee Relationship
“People are our most
- Employee Handbook, page 1
“HIRE TO RETIRE”
Rethinking the Employee Relationship
“We compete against
market transitions, not
transitions used to take
five to seven years; now
they take one or two.”
- John Chambers, Cisco
are scrapping the annual
evaluation cycle and
replacing it with ongoing
feedback and coaching
designed to promote
- Lisa Barry, Deloitte
(Attrition Risk software)
evaluates e-mails and other
techniques developed by
the FBI… Red flags could
include “late rent” and
- Dune Lawrence, Bloomberg
Sean Kearney is an award-winning
thought leader specializing in learning,
leadership, human performance and
collaboration in distributed social
networks. Scifi legend William Gibson
once described his work as “cheap A.I.”
Sean's work has been featured in The
New York Times, Wall Street Journal,
Seattle Times, Guardian UK and
Computer World. Past clients include
AT&T, Best Buy, IBM, Time Warner
Cable, and the US Army.