part 3 tom peters’ excellence. always. new master/21 august 2008

NOTENOTE:: To appreciateTo appreciate this presentation this presentation [and [and

insure that it is not ainsure that it is not a messmess],], you need Microsoft you need Microsoft

fonts:fonts:

“Showcard Gothic,”“Showcard Gothic,” “Ravie,”“Ravie,” “Chiller”“Chiller”

and and “Verdana”“Verdana”

Part 3Part 3Tom Peters’ Tom Peters’

EXCELLENCEXCELLENCE. ALWAYS.E. ALWAYS.

New Master/21 August 2008New Master/21 August 2008

Slides at …

tompeters.comtompeters.com

Ten PartsTen Parts

P1.1, P1.2, P1.3, P1.4/GenericP1.1, P1.2, P1.3, P1.4/GenericP2/LeadershipP2/LeadershipP3/TalentP3/TalentP4/“Value-added Ladder”P4/“Value-added Ladder”P5/“New” Markets P5/“New” Markets P6/“The Equations”P6/“The Equations”P7.1/ImplementationP7.1/ImplementationP7.2/ActionP7.2/ActionP8/13 “Guru Gaffes”P8/13 “Guru Gaffes”P9/Health“care”P9/Health“care”P10/“The Lists”P10/“The Lists”

Part 3Part 3

PeoPeo--pleple

EXCELLENCEEXCELLENCE..

Always.Always.People.People.

Respect. Respect.

““It was much later that I realized It was much later that I realized Dad’s secret. He gained respect by Dad’s secret. He gained respect by giving it. He talked and listened to giving it. He talked and listened to

the fourth-grade kids in Spring Valley the fourth-grade kids in Spring Valley who shined shoes the same way he who shined shoes the same way he talked and listened to a bishop or a talked and listened to a bishop or a

college president.college president. He was He was seriously interested in seriously interested in

who you were and what who you were and what you had to sayyou had to say.”.”Sara Lawrence-Lightfoot, Respect

““The The [Union senior][Union senior] officers rode past the officers rode past the Confederates smugly without any sign Confederates smugly without any sign of recognition except by one. ‘When of recognition except by one. ‘When

General Grant reached the line of General Grant reached the line of ragged, filthy, bloody, despairing ragged, filthy, bloody, despairing

prisoners strung out on each side of prisoners strung out on each side of the bridge, he lifted his hat and held it the bridge, he lifted his hat and held it over his head until he passed the last over his head until he passed the last man of that living funeral cortege. He man of that living funeral cortege. He was the only officer in that whole train was the only officer in that whole train

who recognized us as being on the who recognized us as being on the face of the earth.’*”face of the earth.’*”

*quote within a quote from diary of a Confederate soldier

““It’s not people who It’s not people who aren’t credit-worthy. aren’t credit-worthy. It’s banks that aren’t It’s banks that aren’t

people worthy.”people worthy.”Muhammad Yunus

““The deepest The deepest human need is human need is the need to be the need to be appreciated.”appreciated.”

William JamesWilliam James

““Don’t Don’t belittle!”belittle!”

—OD Consultant, to client, —OD Consultant, to client, “the only thing you need to know”“the only thing you need to know”

““Be kind, for Be kind, for everyone you everyone you

meet is fighting a meet is fighting a great battle.”great battle.” —Philo of —Philo of

AlexandriaAlexandria

““Ph.D. in leadership. Short Ph.D. in leadership. Short course: Make a short list of course: Make a short list of all things done to you that all things done to you that

you abhorred. Don’t do them you abhorred. Don’t do them to others. Ever. Make to others. Ever. Make

another list of things done to another list of things done to you that you loved. Do them you that you loved. Do them to others. Always.”to others. Always.” — Dee Hock

““You can make more You can make more friends in two months friends in two months bbyy becominbecomingg interested in interested in

other other ppeoeopple thanle than you can you can in two years by trying to in two years by trying to

get other people get other people interested in you.”interested in you.” —Dale

Carnegie

R.O.I.R.O.I.R.R. Rules! Rules!

Return on Return on investment in investment in relationshipsrelationships

““He had done nothing to sell me on his He had done nothing to sell me on his business, yet he had given me the most business, yet he had given me the most

powerful sales pitch of my life.powerful sales pitch of my life. Because Because his his sole sole concern had concern had been been mymy welfare and welfare and

the success of the success of mymy business.”business.”

—Jim Penman, on learning how to sell (—Jim Penman, on learning how to sell (What WillWhat Will They Franchise Next? The Story of Jim’s Group They Franchise Next? The Story of Jim’s Group))

people power:people power: The The

talenttalent5050

““I have always I have always believed that the believed that the

purpose of the purpose of the corporation is to be corporation is to be

a blessing to the a blessing to the employees.”employees.” —Boyd Clarke —Boyd Clarke

11.. People People First!First!

TP: TP: “How to piss away $500,000

in one easy

lesson!!”

< CAPEX< CAPEX> People!> People!

Our Mission

To develop and manage To develop and manage talent;talent;

to apply that talent,to apply that talent,throughout the world, throughout the world,

for the benefit of clients;for the benefit of clients;to do so in partnership; to do so in partnership;

to do so with profit.to do so with profit.

WPP

22.. “Soft” “Soft” Is “Hard.”Is “Hard.”

Excellence1982: The Bedrock “Eight Basics”

1. A Bias for 1. A Bias for ActionAction2. Close to the 2. Close to the CustomerCustomer3. Autonomy and Entrepreneurship3. Autonomy and Entrepreneurship4. Productivity Through 4. Productivity Through PeoPeopplele5. 5. Hands OnHands On, Value-Driven, Value-Driven6. Stick to the Knitting6. Stick to the Knitting7. Simple Form, Lean Staff7. Simple Form, Lean Staff8. Simultaneous Loose-Tight8. Simultaneous Loose-Tight Properties” Properties”

33.. FUNDAMENTAL FUNDAMENTAL PREMISE: We Are in PREMISE: We Are in

an Age of Talent/ an Age of Talent/ Creativity/ Creativity/

Intellectual-capital Intellectual-capital Added.Added.

Agriculture Age (farmers)

Industrial Age (factory workers)

Information Age (knowledge workers)

Conceptual AgeConceptual Age (creators and empathizers)

Source: Dan Pink, A Whole New Mind

““Human cHuman creativitreativity y is the is the ultimateultimate

economic economic resource.”resource.” —Richard Florida,

The Rise of the Creative Class

44.. Talent Talent “Excellence” in “Excellence” in Every Part of Every Part of

Every Every Organization.Organization.

WeWeggmans:mans:

#1/10#1/1000

““Best Companies to Best Companies to

Work for”Work for”//20052005

55.. Talent Talent “Excellence” “Excellence” Stretches Far Stretches Far Beyond Our Beyond Our

Borders.Borders.

We We becomebecome who we hang who we hang

out with 1out with 1

Measure “Strangeness”/Portfolio QualityMeasure “Strangeness”/Portfolio Quality

StaffStaffConsultantsConsultants

VendorsVendorsOut-sourcing Partners Out-sourcing Partners (#, Quality)(#, Quality)

Innovation Alliance PartnersInnovation Alliance PartnersCustomersCustomers

Competitors Competitors (who we “benchmark” against)(who we “benchmark” against)

Strategic Initiatives Strategic Initiatives Product Portfolio Product Portfolio (LineEx v. Leap)(LineEx v. Leap)

IS/IT ProjectsIS/IT ProjectsHQ LocationHQ LocationLunch MatesLunch Mates

LanguageLanguageBoardBoard

66.. P.O.T./ P.O.T./ Pursuit Of Pursuit Of Talent = Talent =

OBSESSION.OBSESSION.

““The leaders of Great The leaders of Great

Groups Groups lovelove talent talent and know where to find and know where to find

it. They it. They revel revel in the in the talent of others.”talent of others.”

—Warren Bennis & Patricia Ward Biederman, Organizing Genius

PARC’s Bob Taylor:

“Connoisseu“Connoisseur r

of Talent”of Talent”

77.. Talent Masters Talent Masters Understand Understand

Talent’s Talent’s Intangibles.Intangibles.

A Few Lessons from the Arts

Each hired and developed and evaluated in unique waysEach hired and developed and evaluated in unique ways (23 contributors = 23 unique contributions = 23 pathways =

23 personalities = 23 sets of motivators)

Attitude/Enthusiasm/Energy paramountAttitude/Enthusiasm/Energy paramountRe-lent-less!Re-lent-less!

“Practice is cool”“Practice is cool” (G Leonard/Mastery)

Team Team and and individual individual Aspire to Aspire to EXCELLENCE EXCELLENCE = Obvious= Obvious

Ex-e-cu-tionEx-e-cu-tionTalent = Brand = DuhTalent = Brand = Duh“The Project” rules“The Project” rulesEmotional languageEmotional language

Bit players. No.Bit players. No.B.I.WB.I.W. (everything)

Delta events = Delta rostersDelta events = Delta rosters (incl leader/s)

88.. HR Is HR Is “Cool.”“Cool.”

ChChicago:icago:HRMACHRMAC

“support function” / “cost center” /

“bureaucratic drag”

oror …

Are you …Are you …

“Rock Stars “Rock Stars of theof the

Age of Talent”? Age of Talent”?

99.. HR Sits at HR Sits at The Head The Head

Table.Table.

A review of Jack and Suzy Welch’s Winning claims there are but two key differentiators that set GE “culture” apart from the herd:

First: Separating financial forecasting and performance measurement. Performance measurement based, as it usually is, on budgeting leads to an epidemic of gaming the system. GE’s performance measurement is divorced from budgeting—and instead reflects how you do relative to your past performance and relative to competitors’ performance; i.e., it’s about how you actually do in the context of what happened in the real world, not as compared to a gamed-abstract plan developed last year.

Second: Putting Putting HRHR on a par with on a par with finance and finance and marketing.marketing.

1010.. Re- Re-name “HR.”name “HR.”

Talent Talent DepartmentDepartment

““H.R.” to “H.E.D.” ???H.R.” to “H.E.D.” ???

HHumanuman

EEnablement nablement

DDepartmentepartment

People DepartmentPeople Department

Center for Talent ExcellenceCenter for Talent Excellence

Seriously Cool People Who Seriously Cool People Who Recruit & Develop Recruit & Develop

Seriously Cool PeopleSeriously Cool People

Etc.Etc.

1111.. There Is There Is an “HR an “HR

Strategy”/ Strategy”/ “HR Vision”“HR Vision”

What’s your company’s … EVP/EVP/IBPIBP?*

*Employee Value Proposition, per Ed Michaels et al.,

The War for Talent; IBP/Internal Brand Promise per TP

EVP/IBPEVP/IBP = = Remarkable Remarkable challenge, rapid professional challenge, rapid professional growth, respect, satisfaction, growth, respect, satisfaction,

fun, stunning opportunity, fun, stunning opportunity, exceptional reward, amazing exceptional reward, amazing

peer group, full membership in peer group, full membership in Club Adventure, maximized Club Adventure, maximized

future employabilityfuture employability

Source: Ed Michaels, Source: Ed Michaels, The War for Talent; TPThe War for Talent; TP

1212.. Acquire Acquire for Talent!for Talent!

Omnicom's acquisitionsOmnicom's acquisitions:: “not for “not for

size per se”; size per se”; “buying “buying talent;”talent;” “deepen a “deepen a

relationship with a client.”relationship with a client.”

Source: Source: Advertising AgeAdvertising Age

1313.. There Is a There Is a FORMAL FORMAL

Recruitment Recruitment Strategy.Strategy.

““Busy Executives Busy Executives Fail To Give Fail To Give Recruiting Recruiting

Attention It Attention It Deserves”Deserves”

—Headline, —Headline, WSJWSJ, 1121.05, 1121.05

CCtataOO*

*Chief talent acquisitiontalent acquisition Officer


Leadership Leadership Development Development Strategy. Strategy.

Crotonville!Crotonville!

DDDD:: 0 to 60mph 0 to 60mph in a flash in a flash (months)(months)


STRATEGIC HR STRATEGIC HR Review Process.Review Process.

““In most companies, the Talent Review Process is a In most companies, the Talent Review Process is a farce. At GE, Jack Welch and his two top HR people farce. At GE, Jack Welch and his two top HR people visit each division for a day. They review the top 20 visit each division for a day. They review the top 20 to 50 people by name. They talk about Talent Pool to 50 people by name. They talk about Talent Pool

strengthening issuesstrengthening issues.. The Talent The Talent Review Process is a Review Process is a

contact sport at GE; it has contact sport at GE; it has the intensity and the the intensity and the

importance of the budget importance of the budget process at most process at most

companiescompanies.”.”—Ed Michaels

1616.. “People”/ “People”/ Talent” Reviews Talent” Reviews Are the Are the FIRST FIRST

Reviews.Reviews.

1717.. HR Strategy HR Strategy = = BUSINESSBUSINESS

Strategy.Strategy.

Wegmans: #1/100 Best Companies to Work forWegmans: #1/100 Best Companies to Work for

84%: Grocery stores “are all alike”84%: Grocery stores “are all alike”46%: additional spend if customers have an “emotional connection” 46%: additional spend if customers have an “emotional connection”

to a grocery store rather than “are satisfied” (Gallup)to a grocery store rather than “are satisfied” (Gallup)

“Going to Wegmans is not just shopping, it’s an event.” “Going to Wegmans is not just shopping, it’s an event.” —Christopher —Christopher Hoyt, grocery consultantHoyt, grocery consultant

““You cannot separate You cannot separate their strategy as a their strategy as a retailerretailer from their from their

strategy as an strategy as an emempploloyyerer.”.” —Darrell Rigby, Bain & Co.—Darrell Rigby, Bain & Co.

Cirque Cirque

du Soleildu Soleil!!

1818.. Make it a Make it a “Cause Worth “Cause Worth

Signing Up Signing Up For.”For.”

““People want to be part People want to be part of something larger than of something larger than themselvesthemselves.. They want to They want to

be part of something they’re be part of something they’re really really proudproud of, that they’ll of, that they’ll

fight fight forfor,, sacrifice sacrifice forfor , , trusttrust.”.” —Howard Schultz, Starbucks (IBD/09.05)

1919.. Unleash Unleash “Their” Full “Their” Full Potential!Potential!

““We are a We are a ‘Life ‘Life

Success’ Success’ Company.”Company.”

Dave Liniger, founder, RE/MAX

““No matter what the No matter what the situation, situation, [the great manager’s][the great manager’s]

first resfirst respponse is alwaonse is alwayys to s to think about the individual think about the individual concerned and how thinconcerned and how thinggs s can be arrancan be arrangged to ed to helhelpp

that individual exthat individual expperience erience successsuccess.”.” —Marcus Buckingham, —Marcus Buckingham,

The One Thing You Need to KnowThe One Thing You Need to Know

2020.. Set Sky Set Sky High High

Standards.Standards.

“The role of the Director is to create a space where the actors

and actresses can become become more than they’ve ever more than they’ve ever been before, more than been before, more than

they’ve dreamed of they’ve dreamed of beingbeing.”.” —Robert Altman, Oscar acceptance speech

2121.. Enlist Enlist Everyone in Everyone in Challenge Challenge Century21.Century21.

““If there is nothing If there is nothing very special about very special about your work,your work, no matter no matter how hard you apply yourself how hard you apply yourself you won’t get noticed, and you won’t get noticed, and

that increasingly means you that increasingly means you

won’t get paid much either.”won’t get paid much either.” —Michael Goldhaber, Wired

DistinctDistinct … or

…

ExtincExtinctt

2222.. Pursue Pursue the Best! the Best!

“We believe companies can increase their market cap 50 percent in 3 years. Steve Macadam at Georgia-

Pacific … changed 2020 of his

4040 box plant managers to put more talented,

higher paid managers in charge. He increased profitability from

$$2525 million to $$8080 million in 22

years.”

—Ed Michaels, War for Talent

2323.. Up or Up or Out.Out.

2424.. Ensure that Ensure that the Review the Review Process Has Process Has INTEGRITY.INTEGRITY.

25 = 25 = 100*100*

* “But what do I do that’s more important than developing people? I don’t do the damn work. They do.”—GK

2525.. Pay Up! Pay Up!

““Top performing Top performing companies are two to companies are two to four times more likely four times more likely

than the rest to than the rest to papayy what it takeswhat it takes to to

prevent losing top prevent losing top performers.”performers.” —Ed Michaels,—Ed Michaels,

War for Talent War for Talent

2626.. Training I: Training I: Train! Train! Train! Train!

Train!Train!

26.326.3

2727.. Training II: Training II: 100% “Business 100% “Business

People.”People.”

New Work SurvivalKit.2008New Work SurvivalKit.2008

1. MASTERY!MASTERY! (Best/Absurdly Good at Something!)2. “Manage” to Legacy“Manage” to Legacy (All Work = “Memorable”/“Braggable” WOW Projects!)3. A “USP”/UNIQUE SELLING PROPOSITIONA “USP”/UNIQUE SELLING PROPOSITION4. Rolodex ObsessionRolodex Obsession (From vertical/hierarchy/“suck up” loyalty to horizontal/“colleague”/“mate” loyalty)5. ENTREPRENEURIAL INSTINCTENTREPRENEURIAL INSTINCT (A sleepless … Eye for Opportunity! 6.CEO/LEADER/BUSINESSPERSON/CLOSERCEO/LEADER/BUSINESSPERSON/CLOSER (CEO, Me Inc. 24/7!)7. Master of ImprovMaster of Improv (Play a dozen parts simultaneously, from Chief Strategist to Chief Toilet Scrubber)8. Sense of HumorSense of Humor (A willingness to Screw Up & Move On)9. Comfortable with Your SkinComfortable with Your Skin (Bring “interesting you” to work!)10. Intense Appetite for TechnologyIntense Appetite for Technology (E.g.: How Cool-Active is your Web site? Do you Blog?)11. EMBRACE “MARKETING”EMBRACE “MARKETING” (Your own CSO/Chief Storytelling Officer)12. PASSION FOR RENEWALPASSION FOR RENEWAL (Your own CLO/Chief Learning Officer) 13. EXECUTION EXCELLENCE!EXECUTION EXCELLENCE! (Show up on time! Leave last!)

2828.. Training Training III: 100% III: 100% LEADERS.LEADERS.

2929.. Training IV: Training IV: Boss as Trainer-Boss as Trainer-

in-Chief.in-Chief.

““Workout” = Workout” = 2424 DPYDPY in the Classroom in the Classroom

3030.. Training V: Training V: The REAL The REAL

Bedrock of the Bedrock of the “Talent Thing.”“Talent Thing.”

“My wife and I went to a [kindergarten] parent-teacher My wife and I went to a [kindergarten] parent-teacher conference and were informed that our budding refrigerator conference and were informed that our budding refrigerator

artist, Christopher, would be receiving a grade of artist, Christopher, would be receiving a grade of Unsatisfactory in art. We were shocked. How could any childUnsatisfactory in art. We were shocked. How could any child

—let alone our child—receive a poor grade in art at such a —let alone our child—receive a poor grade in art at such a

young age?young age? His teacher His teacher informed us that he had informed us that he had refused to color within refused to color within the lines, which was a the lines, which was a state restate reqquirement for uirement for demonstratindemonstratingg ‘ ‘ggrade-rade-

level motor skillslevel motor skills.’.’ ” ” —Jordan —Jordan

Ayan, AHA!Ayan, AHA!

3131.. Wide-open Wide-open Communication: Communication: NO BARRIERS.NO BARRIERS.

““The organizations we created The organizations we created have become tyrants. They have have become tyrants. They have

taken control, holding us fettered, taken control, holding us fettered, creating barriers that hinder creating barriers that hinder

rather than help our businesses. rather than help our businesses. The lines that weThe lines that we drew on our neat drew on our neat

organizational diagrams have organizational diagrams have turned into walls that no one turned into walls that no one

can scale or penetrate or even can scale or penetrate or even peer over.”peer over.” —Frank Lekanne Deprez &

René Tissen, Zero Space: Moving Beyond Organizational Limits

3232.. RESPECT! RESPECT!

““What creates What creates trust, in the end, trust, in the end,

is the leader’s is the leader’s manifest resmanifest resppectect

for the for the followers.”followers.” — Jim O’Toole,

Leading Change

““Don’t Don’t belittle!”belittle!”

—OD Consultant—OD Consultant

3333.. Embrace Embrace the Whole the Whole Individual.Individual.

3434.. Build Build Places of Places of “Grace.”“Grace.”

Rodale’sRodale’s on “Grace” … on “Grace” …

elegance … charm … elegance … charm … loveliness … poetry loveliness … poetry

in motion … in motion … kindliness ... kindliness ...

benevolence … benevolence … benefaction … benefaction … compassion … compassion …

beautybeauty

The Manager’s Book of The Manager’s Book of Decencies: How Small gestures Decencies: How Small gestures Build Great CompaniesBuild Great Companies.. —Steve Harrison, Adecco

Servant LeadershipServant Leadership —Robert Greenleaf

One: The Art and Practice of One: The Art and Practice of Conscious LeadershipConscious Leadership —Lance Secretan, founder of Manpower, Inc.

3535.. MBWA: MBWA: Visible Visible

Leadership!Leadership!

3636.. Thank Thank You!You!

““Courtesies of a small Courtesies of a small and trivial character are and trivial character are

the ones which strike the ones which strike deepest in the grateful deepest in the grateful

and appreciating heart.”and appreciating heart.”

—Henry Clay

3737.. Promote for Promote for “people skills.”“people skills.” (THE REST IS (THE REST IS

DETAILS.)DETAILS.)

““When assessing candidates, the When assessing candidates, the first thing I looked for was energy first thing I looked for was energy

and enthusiasm for execution. and enthusiasm for execution. Does she talk about the thrill Does she talk about the thrill of of ggettinettingg thin thinggs done, the s done, the

obstacles overcome, the role obstacles overcome, the role her her ppeople eople pplayedlayed —or does she —or does she keep wandering back to strategy keep wandering back to strategy or philosophy?”or philosophy?” —Larry Bossidy, Honeywell/AlliedSignal, in —Larry Bossidy, Honeywell/AlliedSignal, in

ExecutionExecution

3838.. Honor Honor Youth.Youth.

““Why focus on these late teens and twenty-Why focus on these late teens and twenty-

somethings? somethings? Because theBecause theyy are the are the first first yyounoungg who are both in a who are both in a

position to change the world, and position to change the world, and are actuallare actuallyy doing so doing so.. … For the first … For the first

time in history, children are more comfortable, time in history, children are more comfortable, knowledgeable and literate than their parents knowledgeable and literate than their parents about an innovation central to society. … The about an innovation central to society. … The

Internet has triggered the first industrial Internet has triggered the first industrial revolution in history to be led by the young.”revolution in history to be led by the young.”

The EconomistThe Economist

3939.. Provide Provide Early Early

Leadership Leadership Assignments.Assignments.

TheThe

WOW!WOW!

ProjectProject

4040.. Create a Create a FORMAL FORMAL

System of System of Mentoring.Mentoring.

W. L. GoreW. L. GoreQuad/GraphicsQuad/Graphics

4141.. Diversity! Diversity!

CM Prof Richard Florida on “Creative CM Prof Richard Florida on “Creative

CapitalCapital”: ”: “You cannot get a “You cannot get a technologically technologically

innovative place … innovative place … unless it’s open to unless it’s open to

weirdness, eccentricity weirdness, eccentricity and difference.”and difference.”

Source: Source: New York TimesNew York Times/06.01.2002/06.01.2002

4242.. WOMEN WOMEN RULE.RULE.

““AS AS LEADERS, LEADERS, WOMEN WOMEN

RULERULE:: New Studies find

that female managers outshine their male counterparts in almost every measure”

TITLE/ Special Report/ TITLE/ Special Report/ BusinessWeekBusinessWeek

Women’s Strengths Match New Women’s Strengths Match New Economy ImperativesEconomy Imperatives:: Link [rather than rank] Link [rather than rank]

workers; workers; favor interactive-collaborative leadership favor interactive-collaborative leadership style [empowerment beats top-down decision style [empowerment beats top-down decision

making];making]; sustain fruitful collaborations; comfortable sustain fruitful collaborations; comfortable with sharing information; with sharing information; see redistribution of power see redistribution of power

as victory, not surrenderas victory, not surrender; favor multi-dimensional ; favor multi-dimensional feedback; feedback; value technical & interpersonal skills, value technical & interpersonal skills, individual & group contributions equally;individual & group contributions equally; readily readily

accept ambiguity; accept ambiguity; honor intuition as well ashonor intuition as well as pure “rationality”; pure “rationality”; inherently flexible; inherently flexible; appreciate appreciate

cultural diversitycultural diversity. —Judy B. Rosener, America’s Competitive Secret: Women Managers

Period??!!*Period??!!*

Start:Start: 3 0f 14 3 0f 14

18 months later:18 months later: 10 of 10 of 1818 (“deep dip”!) (“deep dip”!)

*AIM/September 2007*AIM/September 2007

““Forget Forget ChinaChina, , IndiaIndia and the and the

InternetInternet: Economic : Economic Growth Is Driven Growth Is Driven

by by WomenWomen.”.” —Headline,

Economist, April 15, 2006, Leader, page 14

10 UNASSAILABLE REASONS WOMEN RULE10 UNASSAILABLE REASONS WOMEN RULE

WomenWomen make [all] the financial decisions.WomenWomen control [all] the wealth.WomenWomen [substantially] outlive men.WomenWomen start most of the new businesses.Women’sWomen’s work force participation rates have soared worldwide.WomenWomen are closing in on “same pay for same job.”WomenWomen are penetrating senior ranks rapidly [even if the pace is slow for the corner office per se].Women’sWomen’s leadership strengths are exceptionally well aligned with new organizational effectiveness imperatives.WomenWomen are better salespersons than men.WomenWomen buy [almost] everything—commercial as well as consumer goods.

So what exactly is the point of So what exactly is the point of menmen??

4343.. Hire Hire (& (&

Protect!)Protect!) Weird!Weird!

““Are thereAre there

enouenougghh weirdweird

ppeoeopplele in the in the lab these days?”lab these days?” —V.

Chmn., pharmaceutical house, to a lab director

Why Do I love Freaks?

(1) Because when Anything Interesting happens … it was (1) Because when Anything Interesting happens … it was a a freakfreak who did it. (Period.) who did it. (Period.) (2) (2) FreaksFreaks are fun. (Freaks are also a pain.) (Freaks are are fun. (Freaks are also a pain.) (Freaks are never boring.) never boring.) (3) We need (3) We need freaksfreaks. Especially in freaky times. (Hint: . Especially in freaky times. (Hint: These are freaky times, for you & me & the CIA & the These are freaky times, for you & me & the CIA & the Army & Avon.) Army & Avon.) (4) A critical mass of (4) A critical mass of freaks-in-our-midstfreaks-in-our-midst automatically make us-who-are-not-so-freaky at least automatically make us-who-are-not-so-freaky at least somewhat more freaky. (Which is a Good Thing in freaky somewhat more freaky. (Which is a Good Thing in freaky times—see immediately above.) times—see immediately above.) (5)(5) FreaksFreaks are the only (ONLY) ones who succeed—as are the only (ONLY) ones who succeed—as in, make it into the history books. in, make it into the history books. (6) (6) FreaksFreaks keep us from falling into ruts. (If we listen to keep us from falling into ruts. (If we listen to them.) (We seldom listen to them.) (Which is why most them.) (We seldom listen to them.) (Which is why most organizations are in ruts. Make that chasms.)organizations are in ruts. Make that chasms.)

4444.. We Are All We Are All Unique. Unique.

53 = 53 = 5353

Beware Standardized EvalsBeware Standardized Evals:: One One size size NEVERNEVER fits fits all. One size fits all. One size fits

one.one. PeriodPeriod..

Promise #1:Promise #1: “Never, ever “Never, ever again will I evaluate again will I evaluate

anyone using a anyone using a standardized instrument standardized instrument

devised bydevised by a “professional” in a “professional” in inhuman Resources.”inhuman Resources.”

53 Players =53 Players = 53 Projects = 53 Projects = 53 53 differentdifferent

success measures.success measures.

““Things don’t stay the same. You Things don’t stay the same. You have to understand that not only have to understand that not only your business situation changes, your business situation changes,

but the people you’re working with but the people you’re working with aren’t the same day to day. aren’t the same day to day.

Someone is sick. Someone is Someone is sick. Someone is having a wedding. [You must] having a wedding. [You must]

gauge the mood, the thinking level gauge the mood, the thinking level

of the team that day.”of the team that day.” —Coach K [Krzyzewski]

220 workdays 220 workdays == 220 220

“rosters”“rosters”

Source: Coach K

newnew goal … goal … everyevery game! game!

Source: Coach K

4545.. Capitalize Capitalize

on Strengths. on Strengths.

““The key difference The key difference between checkers and between checkers and

chess is that in checkers chess is that in checkers the pieces all move the the pieces all move the same way, whereas in same way, whereas in

chess all the pieces move chess all the pieces move differently. … differently. … Discover Discover

what is uniwhat is uniqque about each ue about each pperson and caerson and cappitalize on italize on

itit.”.” —Marcus Buckingham,—Marcus Buckingham,

The One Thing You Need to KnowThe One Thing You Need to Know

“The mediocre manager believes The mediocre manager believes that most things are learnable and that most things are learnable and

therefore that the essence of therefore that the essence of management is to identify each management is to identify each

person’s weaker areas and eradicate person’s weaker areas and eradicate them. The great manager believes them. The great manager believes the opposite. the opposite. He believes that the He believes that the

most influential qualities of a person most influential qualities of a person are innate and therefore that the are innate and therefore that the

essence of management is to deploy essence of management is to deploy these innate qualities as effectively these innate qualities as effectively

as possible and so drive as possible and so drive performance.”performance.” —Marcus Buckingham, —Marcus Buckingham, The One The One

Thing You Need to KnowThing You Need to Know

4646.. Bosses Bosses “Win People “Win People

Over.”Over.”

PJ: “Coaching“Coaching is winning is winning

players players over.”over.”

4747.. GOAL: GOAL: Voyages of Voyages of

MutualMutual Discovery. Discovery.

““The organization The organization would ultimately win would ultimately win not because it gave not because it gave agents more money, agents more money, but because it gave but because it gave them a chance for them a chance for

better lives.”better lives.” —Everybody Wins, Phil Harkins & Keith Hollihan

Quests!Quests!

CCQQOO*

*Chief *Chief quest-meisterquest-meister

4848.. Foster Foster IndependenceIndependence

..

““You must realize that how you invest your human You must realize that how you invest your human capital matters as much as how you invest your capital matters as much as how you invest your

financial capital. Its rate of return determines your financial capital. Its rate of return determines your

future options. future options. Take a job for what it Take a job for what it teaches you, not for what it pays. teaches you, not for what it pays. Instead of a potential employer Instead of a potential employer

asking, ‘Where do you see asking, ‘Where do you see yourself in 5 years?’ you’ll ask, yourself in 5 years?’ you’ll ask,

‘If I invest my mental assets with ‘If I invest my mental assets with you for 5 years, how much will you for 5 years, how much will

they appreciate? How much will they appreciate? How much will my portfolio of career options my portfolio of career options

grow?’grow?’ ” ”Source: Stan Davis & Christopher Meyer, futureWEALTH

4949.. En-En-thus-i-thus-i-asm!asm!

““I am a I am a dispenser of dispenser of

enthusiasm.”enthusiasm.”

—Ben Zander—Ben Zander

5050.. Talent Talent = Brand.= Brand.

The Top 5 “Revelations”

Better talent wins.Better talent wins.

Talent management is my job as leader.Talent management is my job as leader.

Talented leaders are looking for the Talented leaders are looking for the moon and stars.moon and stars.

Over-deliver on people’s dreams – they Over-deliver on people’s dreams – they are volunteers.are volunteers.

Pump talent in at all levels, from all Pump talent in at all levels, from all conceivable sources, all the time.conceivable sources, all the time.

Source: Ed Michaels et al., Source: Ed Michaels et al., The War for TalentThe War for Talent

BRAND BRAND = =

TALENT.TALENT.

EXCELLENCE. EXCELLENCE. INDIVIDUAL.INDIVIDUAL.BRAND YOU.BRAND YOU.

Globalization1.0: Globalization1.0: Countries Countries globalizing globalizing (1492-1800)(1492-1800)

Globalization2.0: Globalization2.0: Companies Companies globalizing globalizing (1800-(1800-2000)2000)

Globalization3.0 Globalization3.0 (2000+)(2000+): : IndividualsIndividuals collaboratingcollaborating & competing globally & competing globally

Source: Tom Friedman/Source: Tom Friedman/The World Is FlatThe World Is Flat

BRAND BRAND YOU.YOU.NO NO

OPTION.OPTION.

““You are the You are the storyteller of your storyteller of your own life, and you own life, and you

can create your own can create your own

legend or not.”legend or not.” —Isabel

Allende

““The general, speakingThe general, speaking with what felt was with what felt was

authority, always insisted authority, always insisted that, if you bring off that, if you bring off

adequate preservationadequate preservation of your personal myth, of your personal myth,

nothing much else in life nothing much else in life matters.”matters.” —Anthony Powell—Anthony Powell

““Carpenters bend Carpenters bend wood; fletchers wood; fletchers

bend arrows; wise bend arrows; wise men fashion men fashion

themselves.”themselves.” — Buddha— Buddha

““Nobody Nobody gives you gives you power. power.

You just You just take it.” take it.” ——RoseanneRoseanne

““One of the defining One of the defining characteristics [of the characteristics [of the

change] is that it will be change] is that it will be lessless driven by countries or driven by countries or corporations and corporations and moremore

driven by real people.driven by real people. It will It will unleash unprecedented creativity, unleash unprecedented creativity,

advancement of knowledge, and economic advancement of knowledge, and economic development. But at the same time, it will development. But at the same time, it will tend to undermine safety net systems and tend to undermine safety net systems and

penalize the unskilled.”penalize the unskilled.” —Clyde Prestowitz, —Clyde Prestowitz, Three Three

Billion New CapitalistsBillion New Capitalists

Muhammad Yunus:Muhammad Yunus: ““All human All human beings are entrepreneursbeings are entrepreneurs..

When we were in the caves we were When we were in the caves we were all self-employed . . . finding our food, all self-employed . . . finding our food,

feeding ourselves. That’s where feeding ourselves. That’s where human history began . . . As human history began . . . As

civilization came we suppressed it. We civilization came we suppressed it. We became labor because they stamped became labor because they stamped us, ‘You are labor.’ We forgot that we us, ‘You are labor.’ We forgot that we

are entrepreneurs.”are entrepreneurs.”

Source: Muhammad Yunus/The News Hour—PBS/1122.2006

““If there is nothing If there is nothing very special about very special about your work,your work, no matter no matter how hard you apply yourself how hard you apply yourself you won’t get noticed, and you won’t get noticed, and

that increasingly means you that increasingly means you

won’t get paid much either.”won’t get paid much either.” —Michael Goldhaber, Wired

DistinctDistinct … or

…

ExtincExtinctt

The Rule of Positioning

“If you can’t describe “If you can’t describe your position in your position in

eight words or less, eight words or less, you don’t have you don’t have

a position.”a position.” — Jay Levinson and— Jay Levinson and

Seth Godin, Seth Godin, Get What You Deserve!Get What You Deserve!

1. Can someone overseas do1. Can someone overseas do it cheaper? it cheaper?2. Can a computer do it2. Can a computer do it faster? faster?3. Is what you’re selling in3. Is what you’re selling in demand in an age of demand in an age of abundance? abundance?Source: Dan PinkSource: Dan Pink

New Work SurvivalKit.2008New Work SurvivalKit.2008

1. MASTERY!MASTERY! (Best/Absurdly Good at Something!)2. “Manage” to Legacy“Manage” to Legacy (All Work = “Memorable”/“Braggable” WOW Projects!)3. A “USP”/UNIQUE SELLING PROPOSITIONA “USP”/UNIQUE SELLING PROPOSITION 4. Rolodex Rolodex ObsessionObsession (From vertical/hierarchy/“suck up” loyalty to horizontal/“colleague”/“mate” loyalty)5. ENTREPRENEURIAL INSTINCTENTREPRENEURIAL INSTINCT (A sleepless … Eye for Opportunity! 6.CEO/LEADER/BUSINESSPERSON/CLOSERCEO/LEADER/BUSINESSPERSON/CLOSER (CEO, Me Inc. 24/7!)7. Master of ImprovMaster of Improv (Play a dozen parts simultaneously, from Chief Strategist to Chief Toilet Scrubber)8. Sense of HumorSense of Humor (A willingness to Screw Up & Move On)9. Comfortable with Your SkinComfortable with Your Skin (Bring “interesting you” to work!)10. Intense Appetite for TechnologyIntense Appetite for Technology (E.g.: How Cool-Active is your Web site? Do you Blog?)11. EMBRACE “MARKETING”EMBRACE “MARKETING” (Your own CSO/Chief Storytelling Officer)12. PASSION FOR RENEWALPASSION FOR RENEWAL (Your own CLO/Chief Learning Officer) 13. EXECUTION EXCELLENCE!EXECUTION EXCELLENCE! (Show up on time! Leave last!)

ACTING: Think of a person as a

“troupe of “troupe of actors.”actors.” (“Many

truths about oneself” which must all be understood if one is to know oneself.)

Source: A..C. Grayling, The Meaning of Things: Applying Philosophy to Life

Thriving in 24/7Thriving in 24/7 (Sally Helgesen) (Sally Helgesen)

*START AT THE CORE.*START AT THE CORE. Nimbleness only possible if we “locate our inner Nimbleness only possible if we “locate our inner voice,” take regular inventory of where we are.voice,” take regular inventory of where we are.

*LEARN TO ZIGZAG.*LEARN TO ZIGZAG. Think “gigs.” Think “gigs.” Think lifelong learning. Forget “old loyalty.” Work Think lifelong learning. Forget “old loyalty.” Work on optimism.on optimism.

*CREATE OUR OWN WORK.*CREATE OUR OWN WORK. Articulate your value. Integrate your passions. I.D. Articulate your value. Integrate your passions. I.D. your market. Run your own business.your market. Run your own business.

*WEAVE A STRONG WEB OF *WEAVE A STRONG WEB OF INCLUSION.INCLUSION. Build your own support Build your own support network. Master the art of “looking people up.”network. Master the art of “looking people up.”

Personal Personal “Brand Equity” Evaluation“Brand Equity” Evaluation

– My current Project is challenging me …My current Project is challenging me …– New things I’ve learned in the last 90 days include …New things I’ve learned in the last 90 days include …– I am known for [2 to 3 things]; next year at this time I’ll I am known for [2 to 3 things]; next year at this time I’ll

also be known for [1 more thing].also be known for [1 more thing].– My public “recognition program” My public “recognition program”

consists of …consists of …– Additions to my Rolodex in the last 90 days include …Additions to my Rolodex in the last 90 days include …

– My resume is My resume is discerniblydiscernibly differentdifferent from last year’sfrom last year’s

at this time …at this time …

R.D.A.R.D.A.

Rate: 15%?, 25%?Rate: 15%?, 25%?

Therefore:Therefore: Formal “Investment Formal “Investment

Strategy”/Strategy”/R.I.PR.I.P.*.**Renewal Investment Plan*Renewal Investment Plan

““The only thing you The only thing you have power over is have power over is to get good at what to get good at what

you do. That’s all you do. That’s all there is; there ain’t there is; there ain’t

no more!”no more!” —Sally Field

Richard Sennett: Richard Sennett: “Craftsmanship,” “Craftsmanship,” “a sustaining life “a sustaining life

narrative”narrative”Source: Stefan Stern on Management, FT, 0710.07

““It’s It’s alwaysalways

showtime.”showtime.” —David D’Alessandro, Career Warfare

““To To BeBe somebody or to somebody or to

DoDo something”something”

BOYD: The Fighter Pilot Who Changed the Art of WarBOYD: The Fighter Pilot Who Changed the Art of War (Robert Coram) (Robert Coram)

“When was the last time you

asked, ‘What do I want to

be?’ ” —Sara Ann Friedman, Work Matters

““All of our artistic and religious traditions All of our artistic and religious traditions take equally great pains to inform us that take equally great pains to inform us that

we must never mistake a we must never mistake a good career for good good career for good workwork.. Life is a creative, intimate, Life is a creative, intimate,

unpredictable conversation if it is nothing unpredictable conversation if it is nothing else—and our life and our work are both else—and our life and our work are both

the result of the way we hold that the result of the way we hold that passionate conversation.”passionate conversation.” —David Whyte, —David Whyte, Crossing Crossing

the Unknown Sea: Work as a Pilgrimage of Identitythe Unknown Sea: Work as a Pilgrimage of Identity

A “A “position”position” is is notnot an an “accomplishment.”“accomplishment.” —TP—TP

BLAME NOBODY.BLAME NOBODY.EXPECT EXPECT NOTHING.NOTHING.DO SOMETHING.DO SOMETHING.

Source: Locker room sign posted bySource: Locker room sign posted byfootball coach Bill Parcellsfootball coach Bill Parcells

TP’TP’SS EDUCATION EDUCATION MANIFESTO MANIFESTO FOR THE 3FOR THE 3RDRD MILLENEUMMILLENEUM

Education3MEducation3M

Learning is a normal state.Learning is a normal state.Children are learnavores.Children are learnavores.

Prodigious feats of learning are common as dirt. Prodigious feats of learning are common as dirt. [Watch an H.S. QB studying game film.][Watch an H.S. QB studying game film.]

We learn at different rates.We learn at different rates.We learn in different ways.We learn in different ways.

Boys and girls learn [very] differently.Boys and girls learn [very] differently.In a class of 25, there are 25 different trajectories.In a class of 25, there are 25 different trajectories.

Learning in 40-minutes blocks is bullshitLearning in 40-minutes blocks is bullshit..Learning for tests is utterly insane.Learning for tests is utterly insane.

There are numerous rigorous evaluation schemes, There are numerous rigorous evaluation schemes, of which testing is but one—and abnormal, of which testing is but one—and abnormal,

by “real world” standards.by “real world” standards.


We learn most/fastest/most completely when We learn most/fastest/most completely when we are passionate about what we are we are passionate about what we are

learning and it matters to us. learning and it matters to us. [Salience rules!][Salience rules!] Think EBI/LBI: Education by Think EBI/LBI: Education by

Interest/Learning by Internship.Interest/Learning by Internship.Classrooms are abnormal places.Classrooms are abnormal places.

We need changes of pace. We need changes of pace. [e.g., Japanese recesses [e.g., Japanese recesses after each class.]after each class.]

International test scores are not correlated International test scores are not correlated with hours-per-year in class.with hours-per-year in class.

Big classes are slightly problematic. Big Big classes are slightly problematic. Big schools suck. Period.schools suck. Period.


“All this”—the right stuff—fits the NWW/New “All this”—the right stuff—fits the NWW/New World of Work hand-in-glove. World of Work hand-in-glove. [NWW = Age of Creativity.][NWW = Age of Creativity.]

U.S. schools circa 2001 are a vestige of the U.S. schools circa 2001 are a vestige of the Prussian-Fordist model, more interested in Prussian-Fordist model, more interested in shaping behavior than stoking the fires of shaping behavior than stoking the fires of

lifelong learning.lifelong learning.Cutting art-music budgets is truly dumb.Cutting art-music budgets is truly dumb.

Learning is a matter of Intensity of Engagement, Learning is a matter of Intensity of Engagement, not elapsed time. not elapsed time. [Aargh: 11 minutes on the Battle of [Aargh: 11 minutes on the Battle of

Gettysburg.]Gettysburg.]

Teachers need enough space-time-flexibility to Teachers need enough space-time-flexibility to get to know kids as individuals.get to know kids as individuals.

Scientific discovery processes and the teaching Scientific discovery processes and the teaching of science are utterly at odds. of science are utterly at odds. [Exploration vs. spoon-[Exploration vs. spoon-

feeding.]feeding.]


Our toughest “learning achievement”—Our toughest “learning achievement”—mastering our native language—does mastering our native language—does

not require schools, or even competent not require schools, or even competent parents. parents. [It does require a desperate need-to-know.][It does require a desperate need-to-know.]

Great teachers are great learners, not Great teachers are great learners, not imparters-of-knowledge.imparters-of-knowledge.

Great teachers ask great questions—Great teachers ask great questions—that launch kids on lifelong quests.that launch kids on lifelong quests.

The world is not about “right” & The world is not about “right” & “wrong” answers; it is about the pursuit “wrong” answers; it is about the pursuit of increasingly sophisticated questionsof increasingly sophisticated questions

—just ask a ski instructor or —just ask a ski instructor or neurosurgeon.neurosurgeon.


Most schools spend most of their time Most schools spend most of their time setting up contexts in which kids learn setting up contexts in which kids learn not to like particular subjects. not to like particular subjects. [Evidence [Evidence

shows that such anti-learning sticks!]shows that such anti-learning sticks!]

Vigorous exploration is normal … until Vigorous exploration is normal … until you are incarcerated in a school.you are incarcerated in a school.

“Bite size” education-learning is neither “Bite size” education-learning is neither education nor learning.education nor learning.

Learning takes place rapidly on the Learning takes place rapidly on the cheerleading squad, the football team, cheerleading squad, the football team, the school newspaper, the drama club, the school newspaper, the drama club,

at the after-class job--just not in the at the after-class job--just not in the hyper-structured classroom.hyper-structured classroom.


The “school reform” “movement” is a giant step The “school reform” “movement” is a giant step … backwards … embracing the Prussian-Fordist … backwards … embracing the Prussian-Fordist

paradigm with renewed vigor—at exactly theparadigm with renewed vigor—at exactly the wrong time. wrong time.

There are large numbers of superb schools, There are large numbers of superb schools, superb principals, superb teachers; sadly, they superb principals, superb teachers; sadly, they not only fail to infect the not only fail to infect the [largely timid][largely timid] rest, but are rest, but are

ordinarily supplanted by wusses & wimps.ordinarily supplanted by wusses & wimps.Alas, the teaching profession does not Alas, the teaching profession does not

ordinarily attract “cool dudes & dudettes.”ordinarily attract “cool dudes & dudettes.”Schools of “education” should by and large Schools of “education” should by and large

have their charters revoked.have their charters revoked.


“Education” must “develop in youth the “Education” must “develop in youth the capabilities for engaging in intense capabilities for engaging in intense

concentrated involvement in an activity.” concentrated involvement in an activity.” [James Coleman, 1974.] [Hint: It doesn’t.] [Hint: [James Coleman, 1974.] [Hint: It doesn’t.] [Hint:

Understatement.]Understatement.]

Stability is dead; “education” must Stability is dead; “education” must therefore “educate” for an unknowable, therefore “educate” for an unknowable,

ambiguous, changing future; thence, ambiguous, changing future; thence, learning to learn & change is far more learning to learn & change is far more

important than mastery of a static body of important than mastery of a static body of “facts.” [Was the “War of the Roses” really “facts.” [Was the “War of the Roses” really

over roses? (1) I don’t remember. (2) Not over roses? (1) I don’t remember. (2) Not remembering has not been a handicap.]remembering has not been a handicap.]


I never took a speech course.I never took a speech course.Hemmingway couldn’t spell.Hemmingway couldn’t spell.

Etc.Etc.Etc.Etc.Etc.Etc.

To the NAESP* To the NAESP* ……

*National Association of Elementary School Principals*National Association of Elementary School Principals

Attributes of Those Who “Made” Attributes of Those Who “Made” the 10th Grade History Book the 10th Grade History Book

– Committed!Committed!

– Determined to make a difference!Determined to make a difference!

– Focused!Focused!

– Passionate! Passionate!

– Irrational about their life’s project!Irrational about their life’s project!

– Ahead of their time / Paradigm Ahead of their time / Paradigm busters!busters!

– Impatient! / Action ObsessedImpatient! / Action Obsessed

Attributes of Those Who “Made” the 10Attributes of Those Who “Made” the 10thth Grade History Grade History

BookBook

–Made lots of people mad!Made lots of people mad!

–Flouted the chain of Flouted the chain of command!command!

–Creative / Quirky / Peculiar! / Creative / Quirky / Peculiar! / Rebels! / Irreverent!Rebels! / Irreverent!

–Masters of improv / Thrive on Masters of improv / Thrive on chaos chaos / Exploit chaos!/ Exploit chaos!

Attributes of Those Who “Made” the 10th Grade History Book

–Bone honest!

–Flawed as the dickens!

– “In touch” with their followers’ aspirations

–Damn good at what they do!

Attributes of Those Who “Made” the 10Attributes of Those Who “Made” the 10thth Grade Grade History BookHistory Book

–Forgiveness > PermissionForgiveness > Permission

–Bone honest!Bone honest!

–Flawed as the dickens!Flawed as the dickens!

– “ “In touch” with their In touch” with their followers’ aspirations followers’ aspirations

–Damn good at what they do!Damn good at what they do!

EndEndPart 3Part 3

part 3 tom peters’ excellence. always. new master/21 august 2008

Documents

capex people

arent people worthy

short list

list of things

short course

new master21

new mindhuman creati

dan pink