Ideas to Action

Kuala LumpurOct 6th 2011

Anyone who tells you they enjoy change… should seek

immediate professional help.

For those who are prepared…For those who are prepared…

…chaos brings opportunity

• The willingness… even enthusiasm… to change EVERYTHING combined with the wisdom to understand what must NEVER be changed.

The Key To Success in the New Normal…

•Nimbleocity•Nim-bo-licous

(T + C + ECF) x DE = Success

Connoisseur of Talent• The time to look for TOP talent is NOW!• Know Exactly what you are looking for.• Do NOT settle for anyone who does not meet

your basic criteria.• Check everything, test everyone.• Get trained on interviewing.• Use team interviews.• Check for commitment.• Create a cult of Excellence!!!

1,300,000 interviews: Basic 4 + 1

Goal Setting

TrustAccountability

Communications

RECOGNITION

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Brand New from HBR

• Individual differences are nurtured.

• Information is not suppressed or spun.

• The company adds value to employees rather than

merely extracting it from them.

• The organization stands for something meaningful.

• The work itself is intrinsically rewarding.

• There are no stupid rules.

Extreme

Customer

Focus

Extreme Customer Focus

VOC

Moments Of Truth

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10 – 15 %

Vision+

Values

Strategy

Commitment

Alignment

Systems Communication

Support

Adjust /Innovate

Reward /Punish

Where are we going + how will we behave on the way?

FocusDifferentiation“No”

Stakeholders + guiding collation

Vision + ValuesStrategyPlansGoals / ObjectivesTactics / Actions

Procedures / ProtocolsRepeatable ProcessClear / consistent / relentless

Training +time / money /

supplies / people

Measure / TrackCommunicate

Transparency Renewal

Praise + Celebration and

Eliminate Mediocrity

9 Steps forEnsuring

Effective Execution

Obstacles to Execution

1. There is a real void of clear, direct and understandable communication. This results in people doing what they want to do, not what they need to do and breeds a climate of not caring about the customers/clients or their colleagues.

2. Dysfunctional behavior is accepted or ignored and worse yet, colleagues, management reward it.

3. There is no definition of what is acceptable and what is unacceptable.

4. Management do not promote and confirm that accountability is a key principle within their company.

5. Good people may leave because of frustration that their employees are ignoring the issue and is not proactive in seeking and implementing a solution to change the environment.

Accountability • 100% Clarity + Authority

• 100% Agreement

• Track & Post

• Coach, Mentor, Train, Support

• Reward / Punishment

Clear Direction

No

Yes

Explain the Task

Agreement

Gain Agreement

Skills

Yes

No

Training

Resources

Yes

No

Get them theResources

Authority

Yes

No

Empower Them

Motivated

Yes

No

Coach Them

PerformanceImprovement

Yes

No

Clarity

Drone Scapegoat

OwnershipMentality

LooseCannon

HIGH

LOW

LOW HIGH

Auth

ority

Accountability

Empowerment

The Four Pieces of Paper…

Agreement

Keep a Compelling Scoreboard• It has to be simple• It has to be visible to the team• The has to show all key metrics• it has to tell you immediately if

you are winning or losing!!

Tracking

Create a culture of catching people doing things RIGHT!

• Embrace and Revel in Change.• Talent is KEY to Success• Build a Winning Culture• ECF = VOC + MOT• Demand Disciplined Execution• 5 Steps to Accountability• Celebrate Success Lavishly• Deal Decisively with Mediocrity

Summary

THANK YOUIf you have any questions at all please do not hesitate to send a note or call.

My email address is: john@johnspence.com

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