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Moving the normal distribution in a large organization
Moving the normal distribution in a large organization
Dr. Johannes Meier
25 September 2003
HHL
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AgendaAgenda
Introduction: Where is the Problem? Tools for Moving the Normal Distribution The Essence of Performance Culture Conclusion: What Does It Mean For You?
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IntroductionIntroduction
Large organizations Normal distributions of talent, skill, will
So why do systems like GE function so well? How can managers influence the normal
distribution? What are important tools of the management
system? Finally, what is the entry fee into the system?
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Return on Capital Employed
Improved Performance
Merger Tax Credits
Revenue
Divestments
Net Cash Flow
Operating Costs
Personnel Reductions
Net Income
SENSE OFURGENCY
FLEXIBILITY
The Neo-Liberal ContextThe Neo-Liberal Context
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Tools for Moving the Normal DistributionTools for Moving the Normal Distribution
1. Common Language and Good Communication
2. Process Management and Generic Heuristics
3. Creating Organizational Flexibility
4. Focus on the Tales of the Normal Distribution
5. Performance Culture
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1. Common Language1. Common Language
Common language preprequisite for communication, comparing performance, best-practice sharing, learning
Example: Semtiocs of Net Income Categories Denotation (NI >25%, 10-25%, 0-10%, Fix-Sell-
Close) Connotation (Hero vs. Loser)
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1. … and Good Communication1. … and Good Communication
Good Listening Elegant Simplification Authenticity Consistency Relentlessness
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2. Process Management …2. Process Management …
6Sigma driving process management Driven by customer (internal and external)
COPIS = Customer Output Process Input Supplier
Stringent project managementDMAIC = Define Measure Analyze Improve Control
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2. … and Generic Heuristics2. … and Generic Heuristics
Examples SG&A ratios Gross Margin trends Pricing waterfalls Productivity metrics „Fix it, sell it, close it“
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Fix it - MindsetFix it - Mindset
Multi-generational plans „It will get better every month, every quarter, every year“
No silver bullet, but attention to detail „The harder you work, the luckier you get.“ “Always be more prepared than the other guy
… it is not about luck.”
Quick action “When you smell smoke, there usually is a fire.”
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3. Creating Organizational Flexibility3. Creating Organizational Flexibility
Organizational flexibility capability to move individuals freely within the organization to a best match of their capabilities and the organization‘s needs
Grading (Session C) Succession Planning (Session C) Action Learning & Coaching & Hyper-mobility
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Session C - GradingSession C - Grading
7
gGE Capital IT Solutions – GE CompuNet-Direct Reports
G. B.
A. K.
E. S.
K. Sc.
S. M.
M. P.
U. L. CR CR
G. K.
Key: Excellent: Satisfactory: Needs Improvement: Cannot Rate: CR
4 months or less in position
~20%
~10%
P o t e n t i a l
~70%
High Medium Limited
Summary Assessment
Performance
Values/Initiatives Input
Banding Decision:
• Banding K. EB
• Banding L. LPB
• Banding Ku. LPB
K. (4/L)
L. (3/L)
Sc. (3/M)
P. (3/L)
B. (1/H)
S. (3/M )
K. (2/M)
M. (3/L)
for E-Bands: use Black font and for SP-Band: use Blue font and for LP-band: use Green font and for below LPB: use red font and
Up Since ‘01 C
Down Since ‘01 C
Performance change only
= Female
= Minority
= QL/MBB/BB Experience
= Non-country Citizen
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Focus on Top 20% - „love them to death“ Incentives Trainings Mentoring Critical Assignments
Focus on Top 10% - „take action“ New job Exit Comment: Tough to implement in European labour law context
4. The Tales of the Normal Distribution4. The Tales of the Normal Distribution
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5. Performance Culture5. Performance Culture
Performance culture grows over decades! Key elements of GE performance culture
Commitment Making your numbers Annual productivity increases Personal career progress and development
Strong emphasis on measurements „you get what you measure“
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What is in a number?What is in a number?
Goals & Objectives driven by many (!) numbers Over-determined system of goals Stretch targets Many good soldiers on dedicated „missions“ to
keep corporate initiatives in focus Good management = Finding right priorities
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Conclusion: Important DistinctionsConclusion: Important Distinctions
Good Soldier vs. Leader
Values as a Means vs. Values as an End
A Job vs. Meaning