Download - #TFT12 Breed Lewis
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
1925 – 1945
Baby Boomers
1945 - 1964
Gen X
1965 - 1977
Gen Y
1978 - 1995
Motto
When in
command, take
charge
Live to work
Work to live
Like Xers on steroids
Values Work itself, and
colleagues
Respect,
empowerment,
challenge & growth
Work/life balance,
individualism,
entrepreneurial
Technology
Immediate feedback &
payoff
Hard work pays off
Technology
Preferences Work with strong
leaders
Results oriented work
environment,
stability
Harmonious work
environment. flexibility
Challenging meaningful
work, high expectations
of success
Relationship to
employer
Willing to learn
new skills
Be included in
decision making
Not intimidated by
authority
Little loyalty to employer
Ramon Costa, Business Productivity Advisor at Microsoft Innovation Center
Macanta Consulting 2012
© Macanta Consulting 2011
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
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
Engaged Workforce
Supportive Co-workers
Job & Career Satisfaction
High Performing
Organization
Satisfied & Loyal
Customers
Productive & Profitable
Organisation
High Performing Workforce
Committed Employees
Credible Leadership
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
Employees
New Talent Mindset
A vague notion that “people are our
most important asset”
A deep conviction that better talent
leads to better corporate performance
HR is responsible for people
management
All managers are accountable for
strengthening their talent pool
We have a two-day succession
planning exercise once a year
Talent management is a central part of
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
Creativity
Initiative
Intellect
Diligence
Obedience
Value and engagement
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
Incident Analyst
DBA
Analyst
Operator
Business Support
Service Desk
Administrator
Personal Assistant
Business Relationship Manager
Service Owner
Super User
Management Operations Manager
Facilities Manager
Continuity Manager
IT Director
Chief Information Officer
Macanta Consulting 2012
Macanta Consulting 2012
Pathways
Professional Consultant
Technical Expert
Manager Specialist
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
Attract, develop and retain
Organizational Capability
Ensure maximum ROI from Talent
Macanta Consulting 2012
WITH THANKS TO OUR SPONSOR
bmc FOOTPRINTS
#TFT returns may 2013