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”

people power:people power: The The

talenttalent5050Tom Peters/Flexirent/18.02.2008Tom Peters/Flexirent/18.02.2008

““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

11.. People People First!First!

TP: TP: “How to piss away $500,000

in one easy

lesson!!”

< CAPEX< CAPEX> People!> People!

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

22.. “Soft” “Soft” Is “Hard.”Is “Hard.”

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”

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.

Agriculture Age (farmers)

Industrial Age (factory workers)

Information Age (knowledge workers)

Conceptual AgeConceptual Age (creators and empathizers)

Source: Dan Pink, A Whole New Mind

““Human cHuman creativitreativity y is the is the ultimateultimate

economic economic resource.”resource.” —Richard Florida,

The Rise of the Creative Class

44.. Talent Talent “Excellence” in “Excellence” in Every Part of Every Part of

Every Every Organization.Organization.

WeWeggmans:mans:

#1/10#1/1000

““Best Companies to Best Companies to

Work for”Work for”//20052005

55.. Talent Talent “Excellence” “Excellence” Stretches Far Stretches Far Beyond Our Beyond Our

Borders.Borders.

We We becomebecome who we hang who we hang

out with 1out with 1

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

66.. P.O.T./ P.O.T./ Pursuit Of Pursuit Of Talent = Talent =

OBSESSION.OBSESSION.

““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

PARC’s Bob Taylor:

“Connoisseu“Connoisseur r

of Talent”of Talent”

77.. Talent Masters Talent Masters Understand Understand

Talent’s Talent’s Intangibles.Intangibles.

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)

88.. HR Is HR Is “Cool.”“Cool.”

ChChicago:icago:HRMACHRMAC

“support function” / “cost center” /

“bureaucratic drag”

oror …

Are you …Are you …

“Rock Stars “Rock Stars of theof the

Age of Talent”? Age of Talent”?

99.. HR Sits at HR Sits at The Head The Head

Table.Table.

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.

1010.. Re- Re-name “HR.”name “HR.”

Talent Talent DepartmentDepartment

““H.R.” to “H.E.D.” ???H.R.” to “H.E.D.” ???

HHumanuman

EEnablement nablement

DDepartmentepartment

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.

1111.. There Is There Is an “HR an “HR

Strategy”/ Strategy”/ “HR Vision”“HR Vision”

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

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

1212.. Acquire Acquire for Talent!for Talent!

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

1313.. There Is a There Is a FORMAL FORMAL

Recruitment Recruitment Strategy.Strategy.

““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

CCtataOO*

*Chief talent acquisitiontalent acquisition Officer

1414.. There Is a There Is a FORMAL FORMAL

Leadership Leadership Development Development Strategy. Strategy.

Crotonville!Crotonville!

DDDD:: 0 to 60mph 0 to 60mph in a flash in a flash (months)(months)

1515.. There Is a There Is a FORMAL FORMAL

STRATEGIC HR STRATEGIC HR Review Process.Review Process.

““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

1616.. “People”/ “People”/ Talent” Reviews Talent” Reviews Are the Are the FIRST FIRST

Reviews.Reviews.

1717.. HR Strategy HR Strategy = = BUSINESSBUSINESS

Strategy.Strategy.

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.

Cirque Cirque

du Soleildu Soleil!!

1818.. Make it a Make it a “Cause Worth “Cause Worth

Signing Up Signing Up For.”For.”

““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)

1919.. Unleash Unleash “Their” Full “Their” Full Potential!Potential!

““We are a We are a ‘Life ‘Life

Success’ Success’ Company.”Company.”

Dave Liniger, founder, RE/MAX

““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

2020.. Set Sky Set Sky High High

Standards.Standards.

“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

2121.. Enlist Enlist Everyone in Everyone in Challenge Challenge Century21.Century21.

““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

DistinctDistinct … or

…

ExtincExtinctt

2222.. Pursue Pursue the Best! the Best!

“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

2323.. Up or Up or Out.Out.

2424.. Ensure that Ensure that the Review the Review Process Has Process Has INTEGRITY.INTEGRITY.

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

2525.. Pay Up! Pay Up!

““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

2626.. Training I: Training I: Train! Train! Train! Train!

Train!Train!

26.326.3

2727.. Training II: Training II: 100% “Business 100% “Business

People.”People.”

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!)

2828.. Training Training III: 100% III: 100% LEADERS.LEADERS.

2929.. Training IV: Training IV: Boss as Trainer-Boss as Trainer-

in-Chief.in-Chief.

““Workout” = Workout” = 2424 DPYDPY in the Classroom in the Classroom

3030.. Training V: Training V: The REAL The REAL

Bedrock of the Bedrock of the “Talent Thing.”“Talent Thing.”

“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!

3131.. Wide-open Wide-open Communication: Communication: NO BARRIERS.NO BARRIERS.

““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

3232.. RESPECT! RESPECT!

““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

““Don’t Don’t belittle!”belittle!”

—OD Consultant—OD Consultant

3333.. Embrace Embrace the Whole the Whole Individual.Individual.

3434.. Build Build Places of Places of “Grace.”“Grace.”

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

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.

3535.. MBWA: MBWA: Visible Visible

Leadership!Leadership!

3636.. Thank Thank You!You!

““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

3737.. Promote for Promote for “people skills.”“people skills.” (THE REST IS (THE REST IS

DETAILS.)DETAILS.)

““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

3838.. Honor Honor Youth.Youth.

““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

3939.. Provide Provide Early Early

Leadership Leadership Assignments.Assignments.

TheThe

WOW!WOW!

ProjectProject

4040.. Create a Create a FORMAL FORMAL

System of System of Mentoring.Mentoring.

W. L. GoreW. L. GoreQuad/GraphicsQuad/Graphics

4141.. Diversity! Diversity!

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

4242.. WOMEN WOMEN RULE.RULE.

““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

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

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

““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

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??

4343.. Hire Hire (& (&

Protect!)Protect!) Weird!Weird!

““Are thereAre there

enouenougghh weirdweird

ppeoeopplele in the in the lab these days?”lab these days?” —V.

Chmn., pharmaceutical house, to a lab director

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.)

4444.. We Are All We Are All Unique. Unique.

53 = 53 = 5353

Beware Standardized EvalsBeware Standardized Evals:: One One size size NEVERNEVER fits fits all. One size fits all. One size fits

one.one. PeriodPeriod..

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.”

53 Players =53 Players = 53 Projects = 53 Projects = 53 53 differentdifferent

success measures.success measures.

““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]

220 workdays 220 workdays == 220 220

“rosters”“rosters”

Source: Coach K

newnew goal … goal … everyevery game! game!

Source: Coach K

4545.. Capitalize Capitalize

on Strengths. on Strengths.

““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

“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

4646.. Bosses Bosses “Win People “Win People

Over.”Over.”

PJ: “Coaching“Coaching is winning is winning

players players over.”over.”

4747.. GOAL: GOAL: Voyages of Voyages of

MutualMutual Discovery. Discovery.

““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

Quests!Quests!

CCQQOO*

*Chief *Chief quest-meisterquest-meister

4848.. Foster Foster IndependenceIndependence

..

““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

4949.. En-En-thus-i-thus-i-asm!asm!

““I am a I am a dispenser of dispenser of

enthusiasm.”enthusiasm.”

—Ben Zander—Ben Zander

5050.. Talent Talent = Brand.= Brand.

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

BRAND BRAND = =

TALENT.TALENT.