people power: the talent 50 tom peters/flexirent/18.02.2008
DESCRIPTION
NOTE : To appreciate this presentation [and insure that it is not a mess ], you need Microsoft fonts: “Showcard Gothic,” “Ravie,” “Chiller” and “Verdana”. people power: The talent 50 Tom Peters/Flexirent/18.02.2008. - PowerPoint PPT PresentationTRANSCRIPT
![Page 1: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/1.jpg)
NOTENOTE:: To appreciateTo appreciate this presentation this presentation [and [and
insure that it is not a insure that it is not a messmess],], you need Microsoft you need Microsoft
fonts:fonts:
“Showcard Gothic,”“Showcard Gothic,” “Ravie,”“Ravie,” “Chiller”“Chiller”
andand “Verdana”“Verdana”
![Page 2: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/2.jpg)
people power:people power: The The
talenttalent5050Tom Peters/Flexirent/18.02.2008Tom Peters/Flexirent/18.02.2008
![Page 3: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/3.jpg)
““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
![Page 4: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/4.jpg)
11.. People People First!First!
![Page 5: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/5.jpg)
TP: TP: “How to piss away $500,000
in one easy
lesson!!”
![Page 6: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/6.jpg)
< CAPEX< CAPEX> People!> People!
![Page 7: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/7.jpg)
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
![Page 8: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/8.jpg)
22.. “Soft” “Soft” Is “Hard.”Is “Hard.”
![Page 9: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/9.jpg)
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”
![Page 10: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/10.jpg)
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.
![Page 11: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/11.jpg)
Agriculture Age (farmers)
Industrial Age (factory workers)
Information Age (knowledge workers)
Conceptual AgeConceptual Age (creators and empathizers)
Source: Dan Pink, A Whole New Mind
![Page 12: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/12.jpg)
““Human cHuman creativitreativity y is the is the ultimateultimate
economic economic resource.”resource.” —Richard Florida,
The Rise of the Creative Class
![Page 13: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/13.jpg)
44.. Talent Talent “Excellence” in “Excellence” in Every Part of Every Part of
Every Every Organization.Organization.
![Page 14: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/14.jpg)
WeWeggmans:mans:
#1/10#1/1000
““Best Companies to Best Companies to
Work for”Work for”//20052005
![Page 15: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/15.jpg)
55.. Talent Talent “Excellence” “Excellence” Stretches Far Stretches Far Beyond Our Beyond Our
Borders.Borders.
![Page 16: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/16.jpg)
We We becomebecome who we hang who we hang
out with 1out with 1
![Page 17: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/17.jpg)
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
![Page 18: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/18.jpg)
66.. P.O.T./ P.O.T./ Pursuit Of Pursuit Of Talent = Talent =
OBSESSION.OBSESSION.
![Page 19: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/19.jpg)
““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
![Page 20: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/20.jpg)
PARC’s Bob Taylor:
“Connoisseu“Connoisseur r
of Talent”of Talent”
![Page 21: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/21.jpg)
77.. Talent Masters Talent Masters Understand Understand
Talent’s Talent’s Intangibles.Intangibles.
![Page 22: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/22.jpg)
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)
![Page 23: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/23.jpg)
88.. HR Is HR Is “Cool.”“Cool.”
![Page 24: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/24.jpg)
ChChicago:icago:HRMACHRMAC
![Page 25: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/25.jpg)
“support function” / “cost center” /
“bureaucratic drag”
oror …
![Page 26: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/26.jpg)
Are you …Are you …
“Rock Stars “Rock Stars of theof the
Age of Talent”? Age of Talent”?
![Page 27: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/27.jpg)
99.. HR Sits at HR Sits at The Head The Head
Table.Table.
![Page 28: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/28.jpg)
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.
![Page 29: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/29.jpg)
1010.. Re- Re-name “HR.”name “HR.”
![Page 30: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/30.jpg)
Talent Talent DepartmentDepartment
![Page 31: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/31.jpg)
““H.R.” to “H.E.D.” ???H.R.” to “H.E.D.” ???
HHumanuman
EEnablement nablement
DDepartmentepartment
![Page 32: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/32.jpg)
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.
![Page 33: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/33.jpg)
1111.. There Is There Is an “HR an “HR
Strategy”/ Strategy”/ “HR Vision”“HR Vision”
![Page 34: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/34.jpg)
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
![Page 35: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/35.jpg)
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
![Page 36: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/36.jpg)
1212.. Acquire Acquire for Talent!for Talent!
![Page 37: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/37.jpg)
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
![Page 38: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/38.jpg)
1313.. There Is a There Is a FORMAL FORMAL
Recruitment Recruitment Strategy.Strategy.
![Page 39: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/39.jpg)
““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
![Page 40: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/40.jpg)
CCtataOO*
*Chief talent acquisitiontalent acquisition Officer
![Page 41: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/41.jpg)
1414.. There Is a There Is a FORMAL FORMAL
Leadership Leadership Development Development Strategy. Strategy.
![Page 42: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/42.jpg)
Crotonville!Crotonville!
![Page 43: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/43.jpg)
DDDD:: 0 to 60mph 0 to 60mph in a flash in a flash (months)(months)
![Page 44: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/44.jpg)
1515.. There Is a There Is a FORMAL FORMAL
STRATEGIC HR STRATEGIC HR Review Process.Review Process.
![Page 45: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/45.jpg)
““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
![Page 46: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/46.jpg)
1616.. “People”/ “People”/ Talent” Reviews Talent” Reviews Are the Are the FIRST FIRST
Reviews.Reviews.
![Page 47: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/47.jpg)
1717.. HR Strategy HR Strategy = = BUSINESSBUSINESS
Strategy.Strategy.
![Page 48: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/48.jpg)
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.
![Page 49: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/49.jpg)
Cirque Cirque
du Soleildu Soleil!!
![Page 50: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/50.jpg)
1818.. Make it a Make it a “Cause Worth “Cause Worth
Signing Up Signing Up For.”For.”
![Page 51: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/51.jpg)
““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)
![Page 52: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/52.jpg)
1919.. Unleash Unleash “Their” Full “Their” Full Potential!Potential!
![Page 53: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/53.jpg)
““We are a We are a ‘Life ‘Life
Success’ Success’ Company.”Company.”
Dave Liniger, founder, RE/MAX
![Page 54: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/54.jpg)
““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
![Page 55: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/55.jpg)
2020.. Set Sky Set Sky High High
Standards.Standards.
![Page 56: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/56.jpg)
“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
![Page 57: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/57.jpg)
2121.. Enlist Enlist Everyone in Everyone in Challenge Challenge Century21.Century21.
![Page 58: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/58.jpg)
““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
![Page 59: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/59.jpg)
DistinctDistinct … or
…
ExtincExtinctt
![Page 60: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/60.jpg)
2222.. Pursue Pursue the Best! the Best!
![Page 61: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/61.jpg)
“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
![Page 62: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/62.jpg)
2323.. Up or Up or Out.Out.
![Page 63: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/63.jpg)
2424.. Ensure that Ensure that the Review the Review Process Has Process Has INTEGRITY.INTEGRITY.
![Page 64: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/64.jpg)
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
![Page 65: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/65.jpg)
2525.. Pay Up! Pay Up!
![Page 66: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/66.jpg)
““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
![Page 67: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/67.jpg)
2626.. Training I: Training I: Train! Train! Train! Train!
Train!Train!
![Page 68: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/68.jpg)
26.326.3
![Page 69: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/69.jpg)
2727.. Training II: Training II: 100% “Business 100% “Business
People.”People.”
![Page 70: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/70.jpg)
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!)
![Page 71: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/71.jpg)
2828.. Training Training III: 100% III: 100% LEADERS.LEADERS.
![Page 72: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/72.jpg)
2929.. Training IV: Training IV: Boss as Trainer-Boss as Trainer-
in-Chief.in-Chief.
![Page 73: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/73.jpg)
““Workout” = Workout” = 2424 DPYDPY in the Classroom in the Classroom
![Page 74: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/74.jpg)
3030.. Training V: Training V: The REAL The REAL
Bedrock of the Bedrock of the “Talent Thing.”“Talent Thing.”
![Page 75: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/75.jpg)
“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!
![Page 76: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/76.jpg)
3131.. Wide-open Wide-open Communication: Communication: NO BARRIERS.NO BARRIERS.
![Page 77: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/77.jpg)
““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
![Page 78: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/78.jpg)
3232.. RESPECT! RESPECT!
![Page 79: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/79.jpg)
““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
![Page 80: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/80.jpg)
““Don’t Don’t belittle!”belittle!”
—OD Consultant—OD Consultant
![Page 81: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/81.jpg)
3333.. Embrace Embrace the Whole the Whole Individual.Individual.
![Page 82: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/82.jpg)
3434.. Build Build Places of Places of “Grace.”“Grace.”
![Page 83: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/83.jpg)
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
![Page 84: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/84.jpg)
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.
![Page 85: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/85.jpg)
3535.. MBWA: MBWA: Visible Visible
Leadership!Leadership!
![Page 86: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/86.jpg)
3636.. Thank Thank You!You!
![Page 87: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/87.jpg)
““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
![Page 88: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/88.jpg)
3737.. Promote for Promote for “people skills.”“people skills.” (THE REST IS (THE REST IS
DETAILS.)DETAILS.)
![Page 89: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/89.jpg)
““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
![Page 90: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/90.jpg)
3838.. Honor Honor Youth.Youth.
![Page 91: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/91.jpg)
““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
![Page 92: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/92.jpg)
3939.. Provide Provide Early Early
Leadership Leadership Assignments.Assignments.
![Page 93: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/93.jpg)
TheThe
WOW!WOW!
ProjectProject
![Page 94: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/94.jpg)
4040.. Create a Create a FORMAL FORMAL
System of System of Mentoring.Mentoring.
![Page 95: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/95.jpg)
W. L. GoreW. L. GoreQuad/GraphicsQuad/Graphics
![Page 96: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/96.jpg)
4141.. Diversity! Diversity!
![Page 97: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/97.jpg)
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
![Page 98: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/98.jpg)
4242.. WOMEN WOMEN RULE.RULE.
![Page 99: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/99.jpg)
““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
![Page 100: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/100.jpg)
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
![Page 101: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/101.jpg)
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
![Page 102: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/102.jpg)
““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
![Page 103: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/103.jpg)
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??
![Page 104: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/104.jpg)
4343.. Hire Hire (& (&
Protect!)Protect!) Weird!Weird!
![Page 105: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/105.jpg)
““Are thereAre there
enouenougghh weirdweird
ppeoeopplele in the in the lab these days?”lab these days?” —V.
Chmn., pharmaceutical house, to a lab director
![Page 106: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/106.jpg)
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.)
![Page 107: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/107.jpg)
4444.. We Are All We Are All Unique. Unique.
![Page 108: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/108.jpg)
53 = 53 = 5353
![Page 109: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/109.jpg)
Beware Standardized EvalsBeware Standardized Evals:: One One size size NEVERNEVER fits fits all. One size fits all. One size fits
one.one. PeriodPeriod..
![Page 110: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/110.jpg)
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.”
![Page 111: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/111.jpg)
53 Players =53 Players = 53 Projects = 53 Projects = 53 53 differentdifferent
success measures.success measures.
![Page 112: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/112.jpg)
““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]
![Page 113: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/113.jpg)
220 workdays 220 workdays == 220 220
“rosters”“rosters”
Source: Coach K
![Page 114: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/114.jpg)
newnew goal … goal … everyevery game! game!
Source: Coach K
![Page 115: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/115.jpg)
4545.. Capitalize Capitalize
on Strengths. on Strengths.
![Page 116: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/116.jpg)
““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
![Page 117: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/117.jpg)
“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 ach management is to identify ach
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
![Page 118: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/118.jpg)
4646.. Bosses Bosses “Win People “Win People
Over.”Over.”
![Page 119: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/119.jpg)
PJ: “Coaching“Coaching is winning is winning
players players over.”over.”
![Page 120: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/120.jpg)
4747.. GOAL: GOAL: Voyages of Voyages of
MutualMutual Discovery. Discovery.
![Page 121: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/121.jpg)
““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
![Page 122: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/122.jpg)
Quests!Quests!
![Page 123: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/123.jpg)
CCQQOO*
*Chief *Chief quest-meisterquest-meister
![Page 124: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/124.jpg)
4848.. Foster Foster IndependenceIndependence
..
![Page 125: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/125.jpg)
““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
![Page 126: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/126.jpg)
4949.. En-En-thus-i-thus-i-asm!asm!
![Page 127: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/127.jpg)
““I am a I am a dispenser of dispenser of
enthusiasm.”enthusiasm.”
—Ben Zander—Ben Zander
![Page 128: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/128.jpg)
5050.. Talent Talent = Brand.= Brand.
![Page 129: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/129.jpg)
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
![Page 130: people power: The talent 50 Tom Peters/Flexirent/18.02.2008](https://reader036.vdocuments.net/reader036/viewer/2022062500/5681522b550346895dc0751a/html5/thumbnails/130.jpg)
BRAND BRAND = =
TALENT.TALENT.