2013 NCPMI Annual Conference2013 NCPMI Annual Conference

Samantha Bureau-JohnsonVP Business Process Excellence and Project Management Office

Blue Cross Blue Shield of North Carolina

• Discuss transforming talent in a practical way

• Share steps to transform talent in your organization aligned to delivering value

• Don’t judge a book by the cover

• Look past the obvious

• Give people a chance to shine

• Is it about qualifications or the experience? 

Lessons from Susan Boyle

Britain's Got Talent is a registered trademark of FremantleMedia Ltd & Simco Ltd.

Organizational Strategy

Business Model

Succession Planning

Performance Planning

Compensation Models

Staffing Models

Competency Identification

SkillIdentification

MarketplaceTalent

Assessment

Identification of Talent

Workforce Plan

Learning Plan

Talent Development

PlanBusiness

Environment Assessment

Begin by considering your organization’s strategy

Translate to your division, department, or function

Clarify your model for delivering value to clientsThis should align to your Organizational Strategy

You have an obligation to look back and lift up employees who want to learn, grow, and be challenged

• Definition of Work

• Performance Definition

• Competencies & Skills

• Success Criteria

• Learning & Development

• Human Capital Evaluation Process

• Quarterly ongoing refresh

• Specific coaching plan for enhanced performance

• Clarify how incentives reinforce culture, motivation and drive business outcomes

• Design flexibility to allow tailoring to individuals without loosing integrity of overall company philosophy

• Be exceedingly clear on why the incentive or reward is given and tie it to business outcomes

• Supply & Demand• Capacity Planning• Value of Team• Work Sequencing• Work Types/Affinities• Aligned to Business Model

• VUCA• Ongoing and frequent

economic and organizational change

• Interdependent work• Knowledge work• This radically changes the

talent profile of the pastSource: CEB and zonalandeducation.com

Copyright © 2012 Deloitte Development LLC

Key Technical Skills are Table Stakes

• Business Case Development• Scope Management• Project Planning• Resource Management• Schedule Management• Budget Management• Technical Expertise• Systemic Thinking

Source: CEB

Key Competencies are Differentiators

• Leadership• Stakeholder Management• Political Acumen / Organizational

Awareness / Influence• Problem Solving• Decision Making• Communication• Teamwork• Learning Agility• Being Proactive• Self Awareness / Emotional Intelligence

Source: CEB

Adapting to Change

• Leadership

• Organizational Awareness / Political Acumen

• Self Awareness

• Proactive

• Learning AgilitySource: CEB

Applying Judgment

• Prioritization

• Problem Solving

• Decision Making

Working Collaboratively

• Teamwork

• Influence

• Technical Expertise

Assessing existing talent is an ongoing process

Source: viapeople.com

One standard tool is a 9 Block

• Acquisition

• Development

• Retention

10/20/70 Guideline to Development

Formal Learning

10%10% 20%20% 70%70%

Learning from Others

Learning from Experience

Com

pete

ncy

Leve

l

Developing

Role Model

Total Time Spent for Development

Source: Development Dimensions International (DDI)

Stretch assignments

Reinforcements

Coaching

Increased Responsibilities

Quarterly 9 Block assessments

Full Assessment of Performance and Potential

Do you know where your talent is?

What are you doing daily to develop it?