11/02/20001 the wizocracy leadership brand and/or a process for attracting, motivating, &...
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The WIZOCRACY Leadership Brandand/or
a Process forAttracting, Motivating, & Retaining
Knowledge Workers
Pete Sorenson, Holt Sorenson & Colleagues(GINKGO Enterprises & Counterpane Internet Security)
IEEE-USA 11th Biennial Careers ConferenceUtilizing & Retaining Technical Professionals in Today’s Marketplace
San Jose, California2 & 3 November 2000
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THE SITUATION
More Work than Workers
More Conflict than Collaboration
More Turnover than Stability
More Problems, Issues, & Concerns than Solutions & Resolutions
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THINKING ABOUT THINKING
MyWorldView
MyNoise
My ThinkingProcesses
Action &Consequences
Reflec tion
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ROLES for KNOWLEDGE workersSeeking to Achieve
SUSTAINABLE COMPETITIVE ADVANTAGE
Role #1:Acquiring
Knowledge
Role #2:Applying
Knowledge
Role #3:Creating
Knowledge
Role #4:Sharing
Knowledge
Role #5:LeveragingKnowledge
FIVE DISTINCT BUT INTERDEPENDENT ROLES
from Bristow, Nigel, “The Future of Knowledge Management: Making Knowledge Management
Everybody’s Job,” March, 2000, Targeted Learning, Provo, Utah, 2000 [801.235.9414]
Role #6:ChallengingKnowledge
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Leadersh
ip = Attr
ibutes X Resu
lts
Ulrich, Zenger, Smallwood, Results-Based Leadership, HBS Press, 1999
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ASSESSMENT SELECTION & DEVELOPMENT SYSTEMS
ASSESS SELECT HIRE ORIENT
SetClimate
------
Lead------
Coach------
Mentor------
Develop
SetClimate
------
Lead------
Coach------
Mentor------
Develop
ASSESS
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SUCCESS MODEL
Trust,Faith,
&Fairne
ss
Discretionary
Effort &Initiative
CoreCompetenc
ies&
Capabilities
Sustainable
Competitive
Advantage
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There are several underlying premises upon whichthis panel is being convened
• The technical content of work has increased dramatically in the last three decades
(both raw amount and proportion)
• In order for organizations to compete in the marketplace today there will be a
significant portion of resources allocated to technical tasks and technical people.
• If the organization’s products and services are technical in nature or driven by
technology the portion of resources allocated to technical tasks and technical people will be even greater.
• In order to compete effectively organizations must tap into the discretionary effort
and initiative of members of the organization.
• Technical people think differently than regular people.
• If you want to tap into the discretionary effort and initiative of technical people you
have to know:• How they think, • What they value,• How they work, • How they like to be treated.
• This is a complex issue. People and situations differ. Therefore how you handle
people and situations must differ. Hopefully, some underlying principles can be identified to guide leader action.
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Here are some questions to consider • What are some characteristics of:
• Organizational environments you enjoy working in?• Leaders you enjoy working for?• Senior leaders you enjoy working under?• Colleagues you enjoy working with?• Work you like to do?
• How can you be motivated to offer Discretionary Effort & Initiative?
• How do you like to be treated?• What motivates you to work at maximum output over a short period of time?• What motivates you to work at maximum output over a long period of time?• What de-motivates you?
• What attracts you to an organization? • What keeps you at an organization? • What trends do you see around:
• How leaders behave?• How organizations work?• How people respond?• How people decide whether or not to contribute?• How people decide to stay or leave?