nchra - actualizing a next generation master plan
DESCRIPTION
A look at what was presented in my keynote for NCHRA's 2014 "HR as a Business Leader" speaking seriesTRANSCRIPT
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Actualizing a Next
Generation Master Plan
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WHAT’S ON YOUR MIND?
Generational Diversity
Succession Planning
Managing The Skills Gap
Navigating Disengagement
Our “Social” Reputation
Recruiting Tomorrow’s Superstars
Quantifying Success
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HR as a Business Leader
Collection (Employee Feedback)
Advisement (Management Partnership)
Presenting the Business Case (Executives)
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WHO IS YOUR AUDIENCE?
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Ezra Needs
Something Bigger Than Himself
Flexibility
Goal Setting & Evolving Challenges
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EXERCISE #1
How are you gathering employee feedback?
How are you managing employee performance?
How are you rewarding results?
How do I get promoted?
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Charity as Recognition Currency
Ideas as Currency
Belief in Leadership
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The Traditional Office is Dead
24/7 Advocacy
Personal Interest Infused in Work
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7 Ways to Reward the Brain by Tom Chatfield
1. Multiple Long & Short Term Aims
2. Rapid, Frequent, Clear Feedback
3. Reward for Effort & Achievement
4. Continual Progress Measurement
5. Elements of Chance & Uncertainty
6. Windows of Enhanced Attention
7. Collective Emotion – Other People
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Get Out of My Sandbox!!!
Human Resources may fail to
formulate meaningful
partnerships with Unit Managers
if we are perceived as a
threat….
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Management Challenges
Time Management
Group Dynamics vs. Individual Focus
Hyper-Focus on Results
Staying Relevant
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Winona Needs
Human Relations Skills
Behavioral Enhancers
Autonomy to Run Her Business
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EXERCISE #2
How are you assisting in…
Leadership Training
Multi-Source of Performance Review
Career Development Opportunities
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Here’s Where You Come In….
Performance
Metrics Cultural
Values
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In Performance Management
0
1
2
3
4
5
6
0 1 2 3 4 5
Performance Metrics
Core
Values
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A Roadmap for Interaction
Partner with managers to measure non-performance
behaviors.
Develop a dialogue groundwork.
They measure performance….
We measure citizenship!
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Marissa Needs
Great Products & Services
Extraordinary Talent
Metrics to Guarantee Success
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HR as a Business Leader
Collection (Employee Feedback)
Advisement (Management Partnership)
Presenting the Business Case (Executives)
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Field Study Results
Surveys Says…..
Focus Group Results
Platform Feedback (in real time)
Stay Interview Results
360 Feedback
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Recommendations to Management
Corporate Citizenship in Interviews
Corporate Citizenship in Performance Management
Feedback Strategy
Voluntary Citizenship Development
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HOLACRACY
•Status-oriented employees can be motivated by a possible title change,
or having their name attached to more important projects.
•Certainty-oriented employees are motivated simply by the reassurance
that their job is important and they are excelling.
•Autonomy-oriented employees may need the ability to work from home,
or simply slip on their head phones to tune everyone else out.
•Relatedness-oriented employees are energized by opportunities to
socialize with their coworkers — happy hours, softball games, etc.
•Fairness-oriented employees want to know the playing field is even, and
they aren’t being exploited or cheated. They need to hear it consistently.
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EXERCISE #3
Here’s What They’re Saying
Here’s How We’re Partnering
Here’s The Money…!
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COLLECTION (Employee Feedback)
Employee Engagement Survey Results
Focus Group Feedback
Information Shared in Social Feed
Idea Share
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ADVISEMENT (Management Partnership)
Interviewing Process
Core Values in Performance Management
Holacracy Ranking
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THE BUSINESS CASE (Executives)
Higher CVR score = Higher Customer Satisfaction
Holacracy Assessment = Internal Talent Pool
360 Feedback = Leadership Training
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Resources
www.biworldwide.com/newrules
www.biworldwide.com/blog
www.weknownext.com
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Contact
David Kovacovich
www.linkedin.com/in/davidkovacovich
www.davesweeklythought.blogspot.com