ev·o·lu·tion...talent on demand: managing talent in an age of uncertainty the past “one third...
TRANSCRIPT
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Jason Lauritsen
@JasonLauritsen
@TalentAnarchy
ev·o·lu·tion
The gradual development of something, especially from a simple to
a more complex form.
Source: http://www.thefreedictionary.com/evolution
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Past Present Future
Talent Management
Present
Talent Management
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What is talent?
The Present
The Present
How do you measure talent?
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How does talent drive business results in your
organization?
The Present
Challenges: • Not clearly defined
• Not consistently measured
• Lack compelling evidence of linkage to company performance
The Present
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How do we manage talent?
• acquisition of employees • career planning • assessment • succession planning • organization development • performance management • team and individual development • retention
Source: ASTD.org
The Present
Past
Talent Management
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Image from www.hometownprovisions.net
The Past
Late 1800’s
• First “management” jobs
• Job Descriptions
• Performance Reviews
• Meritocracy
Source: Capelli, Peter. Talent on Demand: Managing Talent in an Age of Uncertainty
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The Past
Industrialization
“Turn human beings into semi-programmable robots.”
-Gary Hamel
The Past
1920’s
• Management Training Programs
• Job Rotation as development
• High potential programs
• GE starts 1 year development program
• Formalized Manager and Peer feedback
Source: Capelli, Peter. Talent on Demand: Managing Talent in an Age of Uncertainty
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The Past
1950’s
• Modern recruiting
• Replacement planning (succession)
• Talent Assessment
• 360 degree feedback
• Force ranking
Source: Capelli, Peter. Talent on Demand: Managing Talent in an Age of Uncertainty
The Past
“One third of managers age forty-five in this period were expected to die before age sixty-five, and separations due to death and disability accounted for as much turnover as did retirement. “
Source: Capelli, Peter. Talent on Demand: Managing Talent in an Age of Uncertainty
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1953 HBR Article
Biggest problem corporate presidents reported was a lack of internal development of talent.
Recommendations: • Rotational Assignments • Mix of staff and line experience • Opportunity to run an operation • Attend advanced management programs • Coaching
Source: Capelli, Peter. Talent on Demand: Managing Talent in an Age of Uncertainty
2007 DDI/Economist Study
“55 percent of executive level respondents said their firms’ performance was likely or very likely to suffer in the near future due to insufficient leadership talent.”
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And yet…
much has changed.
Future
Talent Management
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1. Move from management to cultivation.
The Future
Management = The process of dealing with or controlling things or people.
Cultivation = Growth (the planting, tending, improving, or harvesting of...)
Talent hates being managed. It wants to be set free.
The Future
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No matter how many plans you draw up, the sunflower will grow on it’s own terms.
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2. Study humans, not best practices.
The Future
Graduate Students
100 people
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team #1
Graduate Students
100 people
team #1
team #2
Graduate Students
100 people
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team #1
team #2
Graduate Students
100 people
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These theorems that when
solving problems, diversity can
trump ability and that when
making predictions diversity
matters just as much as ability
are not political statements.
They are mathematical truths.
-Scott Page
After that, what drives people:
Autonomy – to be self-directed
Mastery –to get better at stuff
Purpose –to do things that matter
Once you get above rudimentary cognitive skill, offering higher rewards actually drives lower performance. People need to be paid enough to take money off the table so they can focus on work.
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3. Give power to the people.
The Future
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The Future Hyperlinks subvert
Hierarchy. The Cluetrain Manifesto
What will you do?
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Build your Talent Framework
What do we mean when we say talent (competence, potential, expertise, etc.)?
What kind of talent do we hire for (current fit, growth potential, etc.)?
What is our aspiration for our talent (enough to perform, best talent in the
industry...)?
Does our framework for talent match our current talent investment strategy?
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Become a student of Humans
• The Difference by Scott Page
• Predictably Irrational by Dan Ariely
• Where Good Ideas Come From by Steven Johnson
• Your Brain at Work by David Rock
• Drive by Daniel Pink
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Experiment with new models
Crowdsourcing
Co-working
Gamification
Hackathon
Start-up Bus
Social Networking
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The Future Begins Now.
Let’s Connect. Jason Lauritsen 402.651.4148 [email protected] @JasonLauritsen
www.TalentAnarchy.com