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Planting the seeds
Overcoming talent shortage today
         and tomorrow

          Breed lewis
Planting the seeds




Overcoming talent shortage today and tomorrow
Topics

1.   Workforce across the generations
2.   Employee Engagement
3.   Talent Management
4.   Retention Myths
5.   Capabilities
6.   High Potentials
7.   Career Paths

                    Macanta Consulting 2012
“Take our 20 best people and
virtually overnight, Microsoft
becomes a mediocre company”
Bill Gates




                  Macanta Consulting 2012
Talking ‘bout Generations
Who they are        Silent Gen        Baby Boomers                        Gen X                 Gen Y
                   1925 – 1945         1945 - 1964                      1965 - 1977           1978 - 1995
                  When in            Live to work             Work to live               Like Xers on steroids
Motto             command, take
                  charge

Values            Work itself, and   Respect,                 Work/life balance,         Immediate feedback &
                  colleagues         empowerment,             individualism,             payoff
                                     challenge & growth       entrepreneurial            Hard work pays off
                                                              Technology                 Technology

Preferences       Work with strong   Results oriented work    Harmonious work            Challenging meaningful
                  leaders            environment,             environment. flexibility   work, high expectations
                                     stability                                           of success


Relationship to   Willing to learn   Be included in           Not intimidated by         Little loyalty to employer
employer          new skills         decision making          authority


Ramon Costa, Business Productivity Advisor at Microsoft Innovation Center




                                              Macanta Consulting 2012
Generation Y?

                            “The problem with today’s youth
                            is that they think they know
                            everything, they are impatient to
                            make their mark and change the
                            world and just want the older
                            generation to step aside and let
                            them take over before they have
                            even learned what needs
                            changing”
                            Anonymous

© Macanta Consulting 2011
Introducing the “C” Generation

•   Connected
•   Communicating
•   Content-centric
•   Computerised
•   Community-oriented
•   Always Clicking!




                    Macanta Consulting 2012
What are they looking for?

• Workplace flexibility

• To be technology enabled

• Relationship based interactions




                  Macanta Consulting 2012
Employee Engagement
• Buy-in, support.
• Employees have a real voice, not a token
  voice.
• Ideas from many sources, action from
  many sources
• Values are embodied throughout the
  organization.
• Is not about programs, perks, or pay.

                 Macanta Consulting 2012
A Model for Employee Engagement
                                                             High
 Credible      Supportive                 Job & Career
                                                          Performing
Leadership     Co-workers                  Satisfaction
                                                          Organization




             Engaged Workforce

                 High                     Productive &    Satisfied &
Committed
              Performing                   Profitable        Loyal
Employees
              Workforce                   Organisation    Customers


                           Macanta Consulting 2012
The Challenge


“A relatively small group of people at the top can hold the
organization’s capacity to change hostage …….to their own
personal willingness to adapt and to change”

Gary Hamel, world leading expert on business strategy.




                                Macanta Consulting 2012
Talent Management: What is it?
• Alignment of employees with business priorities to deliver
  greater performance and results

• Keeping “the end in mind”: performance management,
  competency, leadership development, and succession
  planning

• As organisations strive to meet strategic goals, they must
  ensure that they have a continuous process for recruiting,
  training, managing, supporting, and compensating their
  employees



                        Macanta Consulting 2012
Why Talent Management?

 • The context in which we do business is more
   complex and more competitive
 • Employee expectations are changing with a
   desire for work-life balance and meaningful jobs
 • “The War on Talent”: workforce demographics
   are evolving as large numbers retirees leave
 • Emerging technologies are changing the
   employee competencies needed in
   organizations




            Macanta Consulting 2012
Evolution of Talent Management



• Personnel Department

• Strategic HR

• Talent Management




                         Macanta Consulting 2012
Old Mindset about                                       New Talent Mindset
        Employees
A vague notion that “people are our                    A deep conviction that better talent
most important asset”                                  leads to better corporate performance


HR is responsible for people                           All managers are accountable for
management                                             strengthening their talent pool

We have a two-day succession                           Talent management is a central part of
planning exercise once a year                          how we run the company


I work with the people I inherit                       I take bold actions to build the talent
                                                       pool I need


Ed Michaels, Helen Handfield – Jones, Beth Axelrod, The War for Talent, 2001.

                                           Macanta Consulting 2012
What are you looking for?
A service culture?
• Customer first – internally & externally
• Collaboration & teamwork
• Proactive – not reactive
• Learning organization
• Creativity & empowerment
“Culture is one of the softer elements of an organization’s identity but it’s
extremely important when you want your organization to improve its service
delivery system.”
Glenn Remoreras


                                Macanta Consulting 2012
Obstacles to good Talent Management
1. Senior managers don’t spend enough quality time on talent
   management;
2. Organisation is ‘siloed’ and does not encourage constructive
   collaboration, sharing of resources;
3. Senior leaders are not sufficiently involved in shaping talent
   management strategy;
4. Senior leaders do not align talent management strategy with
   business strategy;
5. Line managers do not address underperformance effectively,
   even when chronic.


                            Macanta Consulting 2012
5 Retention Myths

1.   HR should have fixed it!
2.   She left for more money
3.   We can fix it by packaging salaries effectively
4.   We got it wrong at recruitment stage
5.   We can fix all of the turnover issues




                      Macanta Consulting 2012
Passion & zeal
Value and engagement


                           Creativity



                            Initiative



                             Intellect



                            Diligence



                           Obedience


                                                 Commodities
                       Macanta Consulting 2012
"The important thing is to be able at any moment
to sacrifice what we are for what we could
become.“

Charles du Bos




                  Macanta Consulting 2012
Managers and Leaders

• Define the culture of your workplace.
• Seek advice from on-the-ground leaders.
• Test your assumptions and messaging with
  these leaders before taking anything
  company-wide.
• If you are restructuring say why.
• Describe everything ‘workplace’ in terms
  that relate to employees..




                         Macanta Consulting 2012
Recognition & Empowerment

• Provide employees with the tools, resources, training, and
  information they need to be successful.
• Give ongoing performance feedback — both positive and
  corrective.
• Foster a collaborative working environment.
• Demonstrate faith and belief in your employees’ skills,
  abilities, and decisions.
• Thank employees and acknowledge their contributions on a
  regular basis.


                          Macanta Consulting 2012
Work-life Balance




      Macanta Consulting 2012
Build an Atmosphere of Trust

                                • Behavior of leader/manager speaks
                                  louder than words
                                • Communicate constantly with
                                  employees
                                • Encourage people to express their
                                  ideas and opinions
                                • Hold people accountable for adhering
                                  to the organizational values

“The art of communication is the language of leadership” James Humes

                                   Macanta Consulting 2012
What Drives High Potentials?

•   Challenges
•   Problem solving
•   Creativity
•   Curiosity
•   Seeing results of efforts
•   Making things happen
•   Opportunity to make a difference
•   Influence




                         Macanta Consulting 2012
Investment in High Potentials
         • Education (10% of development)
            – Workshops/Courses
            – Recommended reading
            – In house training
         • Exposure (20% of development)
            – Networking events
            – Forums
            – Mentoring/Coaching
            – Feedback from Management
         • Experience (70% of development)
            – Rotation
            – Role shadowing
            – “Breakthrough” goals
            – On the job experiences (structured for
              development)
            – Initiatives
          Macanta Consulting 2012
The Process

• Identify high potential candidates
• Nominate them
• Participate in round table discussion
• The number will be based on the succession
  plan for key staff members
• Engage with HR to devise a talent
  development plan
• Ensure that you have mentors for high
  potential candidates



                         Macanta Consulting 2012
Discuss Career Path

Technical

Architect
Programmer
                     Business Support
Incident Analyst

                   Service Desk
                   Administrator
                   Personal Assistant
                                            Management
DBA                                         Operations Manager       IT Director
                   Business Relationship
Analyst            Manager                  Facilities Manager       Chief Information Officer
Operator           Service Owner            Continuity Manager
                   Super User




                                           Macanta Consulting 2012
Macanta Consulting 2012
Pathways




Professional   Technical
                                            Manager   Specialist
 Consultant     Expert




                      Macanta Consulting 2012
Expected Outcomes for Organisation


           • Early identification of ‘talent pool”
             potential;

           • Recognition in the industry for
             developing talent;

           • Improved attraction and retention.




              Macanta Consulting 2012
In a downturn, Talent is all you have!


• Continue to maintain and invest in your talent programs

• Do not sacrifice your values, principles, or people

• “Only when the tide goes out do you know who has been
  swimming without a bathing suit.” (Warren Buffet.)

• Your loyal people are, in effect, your bathing suit!

• Many great people are on the market. Use it as an opportunity
  to build your talent.


                            Macanta Consulting 2012
5 Affordable Ways to Retain Talent

• Offer professional development
• Provide work-life balance
• Leave without pay for travel
• Variety of projects
• Tuition reimbursement
• Quality and timely feedback




                           Macanta Consulting 2012
Integration of Programs


       Knowledge
      Management




          Macanta Consulting 2012
Best Practice Talent Management



      Business Priorities
Talent Management                     Organizational Capability


  Attract, develop                             Ensure maximum
     and retain                                 ROI from Talent
                     Macanta Consulting 2012
Thank you.




breed.lewis@macanta.com.au

      Macanta Consulting 2012
WITH THANKS TO OUR SPONSOR
     bmc FOOTPRINTS

     #TFT returns may 2013

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#TFT12 Breed Lewis

  • 1. Planting the seeds Overcoming talent shortage today and tomorrow Breed lewis
  • 2. Planting the seeds Overcoming talent shortage today and tomorrow
  • 3. Topics 1. Workforce across the generations 2. Employee Engagement 3. Talent Management 4. Retention Myths 5. Capabilities 6. High Potentials 7. Career Paths Macanta Consulting 2012
  • 4. “Take our 20 best people and virtually overnight, Microsoft becomes a mediocre company” Bill Gates Macanta Consulting 2012
  • 5. Talking ‘bout Generations Who they are Silent Gen Baby Boomers Gen X Gen Y 1925 – 1945 1945 - 1964 1965 - 1977 1978 - 1995 When in Live to work Work to live Like Xers on steroids Motto command, take charge Values Work itself, and Respect, Work/life balance, Immediate feedback & colleagues empowerment, individualism, payoff challenge & growth entrepreneurial Hard work pays off Technology Technology Preferences Work with strong Results oriented work Harmonious work Challenging meaningful leaders environment, environment. flexibility work, high expectations stability of success Relationship to Willing to learn Be included in Not intimidated by Little loyalty to employer employer new skills decision making authority Ramon Costa, Business Productivity Advisor at Microsoft Innovation Center Macanta Consulting 2012
  • 6. Generation Y? “The problem with today’s youth is that they think they know everything, they are impatient to make their mark and change the world and just want the older generation to step aside and let them take over before they have even learned what needs changing” Anonymous © Macanta Consulting 2011
  • 7. Introducing the “C” Generation • Connected • Communicating • Content-centric • Computerised • Community-oriented • Always Clicking! Macanta Consulting 2012
  • 8. What are they looking for? • Workplace flexibility • To be technology enabled • Relationship based interactions Macanta Consulting 2012
  • 9. Employee Engagement • Buy-in, support. • Employees have a real voice, not a token voice. • Ideas from many sources, action from many sources • Values are embodied throughout the organization. • Is not about programs, perks, or pay. Macanta Consulting 2012
  • 10. A Model for Employee Engagement High Credible Supportive Job & Career Performing Leadership Co-workers Satisfaction Organization Engaged Workforce High Productive & Satisfied & Committed Performing Profitable Loyal Employees Workforce Organisation Customers Macanta Consulting 2012
  • 11. The Challenge “A relatively small group of people at the top can hold the organization’s capacity to change hostage …….to their own personal willingness to adapt and to change” Gary Hamel, world leading expert on business strategy. Macanta Consulting 2012
  • 12. Talent Management: What is it? • Alignment of employees with business priorities to deliver greater performance and results • Keeping “the end in mind”: performance management, competency, leadership development, and succession planning • As organisations strive to meet strategic goals, they must ensure that they have a continuous process for recruiting, training, managing, supporting, and compensating their employees Macanta Consulting 2012
  • 13. Why Talent Management? • The context in which we do business is more complex and more competitive • Employee expectations are changing with a desire for work-life balance and meaningful jobs • “The War on Talent”: workforce demographics are evolving as large numbers retirees leave • Emerging technologies are changing the employee competencies needed in organizations Macanta Consulting 2012
  • 14. Evolution of Talent Management • Personnel Department • Strategic HR • Talent Management Macanta Consulting 2012
  • 15. Old Mindset about New Talent Mindset Employees A vague notion that “people are our A deep conviction that better talent most important asset” leads to better corporate performance HR is responsible for people All managers are accountable for management strengthening their talent pool We have a two-day succession Talent management is a central part of planning exercise once a year how we run the company I work with the people I inherit I take bold actions to build the talent pool I need Ed Michaels, Helen Handfield – Jones, Beth Axelrod, The War for Talent, 2001. Macanta Consulting 2012
  • 16. What are you looking for? A service culture? • Customer first – internally & externally • Collaboration & teamwork • Proactive – not reactive • Learning organization • Creativity & empowerment “Culture is one of the softer elements of an organization’s identity but it’s extremely important when you want your organization to improve its service delivery system.” Glenn Remoreras Macanta Consulting 2012
  • 17. Obstacles to good Talent Management 1. Senior managers don’t spend enough quality time on talent management; 2. Organisation is ‘siloed’ and does not encourage constructive collaboration, sharing of resources; 3. Senior leaders are not sufficiently involved in shaping talent management strategy; 4. Senior leaders do not align talent management strategy with business strategy; 5. Line managers do not address underperformance effectively, even when chronic. Macanta Consulting 2012
  • 18. 5 Retention Myths 1. HR should have fixed it! 2. She left for more money 3. We can fix it by packaging salaries effectively 4. We got it wrong at recruitment stage 5. We can fix all of the turnover issues Macanta Consulting 2012
  • 19. Passion & zeal Value and engagement Creativity Initiative Intellect Diligence Obedience Commodities Macanta Consulting 2012
  • 20. "The important thing is to be able at any moment to sacrifice what we are for what we could become.“ Charles du Bos Macanta Consulting 2012
  • 21. Managers and Leaders • Define the culture of your workplace. • Seek advice from on-the-ground leaders. • Test your assumptions and messaging with these leaders before taking anything company-wide. • If you are restructuring say why. • Describe everything ‘workplace’ in terms that relate to employees.. Macanta Consulting 2012
  • 22. Recognition & Empowerment • Provide employees with the tools, resources, training, and information they need to be successful. • Give ongoing performance feedback — both positive and corrective. • Foster a collaborative working environment. • Demonstrate faith and belief in your employees’ skills, abilities, and decisions. • Thank employees and acknowledge their contributions on a regular basis. Macanta Consulting 2012
  • 23. Work-life Balance Macanta Consulting 2012
  • 24. Build an Atmosphere of Trust • Behavior of leader/manager speaks louder than words • Communicate constantly with employees • Encourage people to express their ideas and opinions • Hold people accountable for adhering to the organizational values “The art of communication is the language of leadership” James Humes Macanta Consulting 2012
  • 25. What Drives High Potentials? • Challenges • Problem solving • Creativity • Curiosity • Seeing results of efforts • Making things happen • Opportunity to make a difference • Influence Macanta Consulting 2012
  • 26. Investment in High Potentials • Education (10% of development) – Workshops/Courses – Recommended reading – In house training • Exposure (20% of development) – Networking events – Forums – Mentoring/Coaching – Feedback from Management • Experience (70% of development) – Rotation – Role shadowing – “Breakthrough” goals – On the job experiences (structured for development) – Initiatives Macanta Consulting 2012
  • 27. The Process • Identify high potential candidates • Nominate them • Participate in round table discussion • The number will be based on the succession plan for key staff members • Engage with HR to devise a talent development plan • Ensure that you have mentors for high potential candidates Macanta Consulting 2012
  • 28. Discuss Career Path Technical Architect Programmer Business Support Incident Analyst Service Desk Administrator Personal Assistant Management DBA Operations Manager IT Director Business Relationship Analyst Manager Facilities Manager Chief Information Officer Operator Service Owner Continuity Manager Super User Macanta Consulting 2012
  • 30. Pathways Professional Technical Manager Specialist Consultant Expert Macanta Consulting 2012
  • 31. Expected Outcomes for Organisation • Early identification of ‘talent pool” potential; • Recognition in the industry for developing talent; • Improved attraction and retention. Macanta Consulting 2012
  • 32. In a downturn, Talent is all you have! • Continue to maintain and invest in your talent programs • Do not sacrifice your values, principles, or people • “Only when the tide goes out do you know who has been swimming without a bathing suit.” (Warren Buffet.) • Your loyal people are, in effect, your bathing suit! • Many great people are on the market. Use it as an opportunity to build your talent. Macanta Consulting 2012
  • 33. 5 Affordable Ways to Retain Talent • Offer professional development • Provide work-life balance • Leave without pay for travel • Variety of projects • Tuition reimbursement • Quality and timely feedback Macanta Consulting 2012
  • 34. Integration of Programs Knowledge Management Macanta Consulting 2012
  • 35. Best Practice Talent Management Business Priorities Talent Management Organizational Capability Attract, develop Ensure maximum and retain ROI from Talent Macanta Consulting 2012
  • 36. Thank you. breed.lewis@macanta.com.au Macanta Consulting 2012
  • 37. WITH THANKS TO OUR SPONSOR bmc FOOTPRINTS #TFT returns may 2013