Bill Boorman Presented at the TalentNet Live Dallas Conference at Pizza Hut HQ 9/13/13

2. WHAT IS CULTURE?
MY DEFINITION: THE FEELING PEOPLE HAVE ABOUT THE COMPANY THEY WORK FOR THAT INFLUENCES
BEHAVIOUR, PERFORMANCE AND A SENSE OF PURPOSE AND BELONGING

3. SOME PEOPLE WORK FOR COMPANIES
WHILST OTHERS FEEL A SENSE OF
BELONGING. A PART OF THE “CULT”

4. CAN A “CULT” BE REPLICATED?

5. WHAT PART DOES HR & RECRUITING
PLAY?

6. EMPLOYMENT BRANDING IS BEING
ERODED BY EMPLOYEE BRANDED

7. EMPLOYMENT BRANDING & EVP =
WHAT WE WANT PEOPLE TO THINK WE
ARE

8. EMPLOYER BRAND = WHAT WE THINK
OUR PEOPLE THINK ABOUT WORKING
HERE

9. CULTURE BRAND = HOW PEOPLE FEEL
ABOUT WORKING HERE

10. SHOW ME DON’T TELL ME

11. THERES NO SUCH THING AS A BAD
CULTURE, JUST A BAD CULTURE FIT

12. FIT BEGINS WITH UNDERSTANDING
YOUR UNIQUE CULTURE

13. METHODOLOGY
• SOCIAL MEDIA MONITORING
• LISTENING TO WHAT EMPLOYEES ARE REALLY
SAYING
• SENTIMENT RANKINGS
• IDENTIFYING THE REAL “CULTURE BRAND”
• COMPARING THE PUBLIC CONTENT WITH
SENTIMENT
• 14 SITE VISITS AND OBSERVATIONS
• 120 INTERVIEWS
• SEARCHING FOR WHAT MAKES A CULT
• IDENTIFYING TRENDS AND UNIQUE FEATURES
• 50 GLOBAL AND LOCAL BRANDS

14. UNIVERSUM
THE BATTLE FOR BRAINPOWER

15. A STUDY OF THE TOP BRANDS
STUDENTS WANT TO WORK FOR IN 12
COUNTRIES

16. THE TRENDS
• COMMUNAL TIME
• SMALL TEAMS/PROJECT BASED
• ACCIDENTAL ENGAGEMENT
• TEAMS CHANGE EACH YEAR
• OPEN EXPERIMENTATION
• WORK AS PLAY
• HONESTY IN MESSAGING
• CONTINUOUS FEEDBACK
• A SENSE OF GOOD
• IDENTIFIABLE INTERNAL EXPERTS
• OPEN MENTORING
• OPPORTUNITY ON ABILITY/SKILL NOT SERVICE
OR QUALIFICATION
• FAIRNESS

17. WHAT MAKES WORK A CULT
• BELIEF IN THE COMMON CAUSE
• ENIGMATIC LEADERSHIP
• LEGENDS AND MYTHS
• CONSISTENCY
• FAMILY
• CULTURE MATCH INSIDE AND OUT
• GENUINE INTERNAL MOBILITY
• STRONG ALUMNI CONNECTIONS
• PRIDE IN WORK
• CULTURE ON-BOARDING

18. THE “CULT” FACTOR IS LOCAL NOT
GLOBAL ALIGNED TO LOCAL CULTURES

19. DELIVERY IS LOCAL BUT THE VALUES
STAY THE SAME

20. WORLDBLU AND THE DEMOCRATIC
WORKPLACE

21. YOU DON’T NEED TO BE A SEXY BRAND
TO BE A CULT

22. THE GOALPOSTS KEEP MOVING

23. THE CHANGING WORLD OF WORK
• THE JOB IS DISAPPEARING
• SKILLS ARE THE NEW CURRENCY
• A SHIFT TO KNOWLEDGE WORK
• SOCIAL LEARNING AND RECOGNITION
• TRAINING IS DISAPPEARING
• THE RELEVANCE OF ACADEMICS
• SMALL, AGILE TEAMS
• GLOBALISATION
• MANAGE AND REWARD OUTPUT NOT HOURS
• IT’S ABOUT WHAT YOU KNOW & WHO YOU KNOW
• WORK IS A SERIES OF PROJECTS
• FORMAL TRAINING ON THE DECLINE
• WORK IS BECOMING A SERIES OF PROJECTS
• RISE OF HOMEWORKING AND TELE-COMMUTING

24. REPUTATION WILL BE THE KEY FACTOR
IN SECURING SKILLS

25. WHAT PART HR?

26. WHAT YOU CAN DO IN THE BRAVE NEW
WORLD
• UNDERSTAND YOUR CULTURE THROUGH THE
EYES OF OTHERS
• RETIRE EMPLOYER BRAND AND ADOPT CULTURE
BRAND
• CULTURAL ON-BOARDING
• SKILL MAP BY INTERNAL ENDORSEMENT
• GIVE A VOICE TO CHAMPIONS
• CREATE REAL INTERNAL MOBILITY
• EXPLOREFEEDBACK TECHNOLOGY
• QUESTION EVERYTHING YOU DO
• CULTURE MAP AND PRESENT DATA AND DATA
REPORTING/SOCIAL LISTENING
• ADOPT THE DOJO APPROACH
• PLAY TOGETHER

27. WHAT YOU CAN DO IN THE BRAVE NEW
WORLD
• CREATE OPPORTUNITIES FOR ACCIDENTAL
ENGAGEMENT
• BUILD COMMUNAL GATHERING SPACES
• VISIBLE EMPLOYEE BENCHMARKING
• IMPLEMENT HACK DAYS
• EXPLOREALL WORK CONTRACTS
• ONE HR DATA CENTRE
• PROFILE ALL EMPLOYEES
• EXPLOREPROJECT TECHNOLOGY
• CHANGE REWARD AND RECOGNITION
PROGRAMS
• HONEST AND TRANSPARENT VALUES

28. BUILD YOUR OWN CULT BY TALKING
AND LISTENING

29. THANK-YOU #TALENTNET