1 © Copyright Orca Eyes, Inc., 2007-2011 An Influence Intervention – 12 Steps to Leadership...

1© Copyright Orca Eyes, Inc., 2007-2011

An Influence Intervention – 12 Steps to Leadership Buy-In Translating Human Capital into the Language of Business

Presented by: Dan Hilbert, CEO

2 © Copyright Orca Eyes, Inc., 2007-2011

• “Grant me the serenity to accept the things I cannot change

• The courage to change the things I can

• And an arsenal of cruise missiles to deal with those that don’t understand me!!!”

- Steven O. Tonn

“With 10% unemployment, recruiting web developers should be cherry picking. What’s the problem?” ◦ Chief Architect and EVP

“Everyone is laying off in healthcare. Why can’t you find top notch RN’s and techs at cheap prices?”◦ VP of Nursing

All budgets are tight in this economy. We can’t and don’t need to pay any more than allocated.”◦ CFO


“I am pulling my hair out. The hiring managers don’t get the fierce competition for web developers!” ◦ Recruiter

“One healthcare system laid-off 300 people cause they were closing down unprofitable beds. And they still had open reqs for 172 RNs! The healthcare industry did not experience a recession. People still got older and sick!”◦ Director of Recruiting

We all want $2 per gallon gasoline. Unfortunately there’s this economic thing called Supply and Demand. That’s why we are paying $5 per gallon. Wishing and rational thinking isn’t going to lower the price we have to pay!”◦ VP of Recruiting


What is the business cost and risk of not filling this hiring manager’s position?◦ Financial?◦ Operational?◦ Strategic?

What’s the personal cost and risk to the Hiring Manager? ◦ Longer Hours?◦ Bonus?◦ Stock Options?◦ Promotion?◦ Their Job?


6

Translating HC into the Language of Business Risk and Performance: Data Backed

Translating HC into the Language of Business Risk and Performance: Data Backed

Human Capital Business Risk FINANCIALOT CostsLost RevenueSales& Billable RevenueSeverance/Excess Payroll CostsTotal Labor CostsEFTsContract/Temp•Outsource•Vendor Contracts•ConsultantsDownsizing CostsHiring CostsTraining CostsBenefit CostsInsurance Costs OPERATIONALIntellectual CapitalOperational ProductivityOperational EfficiencyCustomer SatisfactionAccidents/ErrorsProceduresTheftsProject EffectivenessTimeCostOverruns

Human Capital Drivers Organizational ReadinessPosition GapsSkill GapsPosition SurplusSkill SurplusTime-to-FillAttritionReasonsPerformance TurnoverAging DemographicsRetirementLeaveEngagementManager SatisfactionTop Performer Flight RiskExternal Talent SupplyExternal Talent Cost

HR Functions RecruitingTraining and DevelopmentRetentionCompensationBaseBonusStock OptionsOTBenefitsManager TrainingDiversity ProgramsMentor Programs

Strategic Business KPIs

Board Risk

Financial

Operations

Strategic Plans

Missions

Lost Opportunity Costs

© Copyright Orca Eyes, Inc., 2007-2011

Strategic Business KPIs Risk & Opportunity Indices Human Capital Drivers HR Functions FINANCIAL OT Costs Lost Revenue

Sales & Billable Revenue Severance/Excess Payroll Costs Total Labor Costs EFTs Contract/Temp Outsource Organizational Readiness Vendor Contracts Position Gaps Consultants Skill Gaps

Board Risk Downsizing Costs Position Surplus Recruiting Hiring Costs Skill Surplus

Financial Training Costs Time-to-Fill Benefit Costs Attrition Compensation

Strategic Plans Insurance Costs Reasons Base Performance Turnover Bonus

Missions OPERATIONAL Aging Demographics Stock Options Intellectual Capital Retirement OT

Lost Opportunity Costs Operational Productivity Leave Operational Efficiency Engagement Customer Satisfaction Manager Satisfaction

Accidents/Errors Top Performer Flight Risk Procedures External Talent Supply

Thefts External Talent Cost Project Effectiveness Time Cost Overruns © Copyright Orca Eyes, Inc., 2007-2011

Strategic Business KPIs Risk & Opportunity Indices Human Capital Drivers HR Functions


11

Commute time is Terrible!-40% spend 30 minutes to over an hour each way each day

And the Cost of Living is Really High!-$10,000 per year above the national average


12

Projected Gap of over 17,900 in Next 6 years!


13

Oh Right – And you need Specialized Software Mobile Phone Programmers.

And I want $2 per gallon gasoline!!!!!!


14HIGHLY CONFIDENTIAL © Copyright Orca Eyes, Inc., 2007-2011

Current Open Positions for Software Engineers in Seattle = 6,104

Total Software Engineers in Seattle 21,730

Current Job Openings (Gap) for Software Engineers in Seattle

6,104

Current Job Gap % of Software Engineers in Seattle 28.09%

BLS ACS Census Job Aggregators NACE Equifax


How about M&A Talent Due Diligence?

How about Growth and Expansion Talent Due Diligence?

How about Consolidation Talent Due Diligence?


1. Finish the templates and keep them in a single folder

a) Remember that a couple need leadership input

b) This folder is mainly for Drill-Down if the leader asks

2. Have multiple copies of the completed “1st Draft” Risk Diagnostic Template and

3. Have multiple copies of the completed “1st Draft” HR Action Solution Plan Template

4. Have multiple copies of both the example worksheet and the HC-Business Correlation Template

5. Have multiple copies of the SVOD summary report and full report

Session 4: How to Convey the Value Proposition to Leadership and Gain their Buy-InWebinar Archive: https://www2.gotomeeting.com/register/729104938PowerPoint Slides: http://orcaeyes.com/Webinar%20Archives/WFManagementWFPlanning-Part4.ppt

1. Relax. You are loaded with CFO type decision data

2. Explain, “We started to proactively discover for leadership Recruiting Drivers which may be creating potential risks to business: finance, operations and strategic plans.”

3. Every fact is purely data driven. We used standard deviation based on data accuracy to show potential error rates. Explain “Alert Levels” as Purely Directional and Relevancy Assessments to your company

4. Your review is required to assess if these potential risks are actual risks to your business

5. With a few templates we will help you to better understand the relationships between Recruiting drivers and your specific business KPIs. Only you can tell us what may be applicable and what is missing

a) When you assess actual Recruiting-Business risk, we will work with you to develop unified HR solutions proactively

b) When you agree, we will assess costs and resources for your review

c) If you agree, we recommend a pilot project to test validity before full investment

d) We will provide you monthly/quarterly reports monitoring the risk trends, improvements and all root cause to share in meetings with you for what you deem as next best steps.

After the leader reviews the SVOD Summary and Risk Tables, show them the 1st Draft” Risk Diagnostic Template

◦ Explain this is first step of a few examples of potential risk

◦ Ask for the input and questions

◦ Let them know you can generate reports for individual department and position groups

It is far more effective if you are showing the SVOD for that business leaders department or business unit

Show them the Recruiting-Business Correlation Template so that they can visually understand the process

◦ This is where their advice on critical relationships is essential

◦ Be sure to write down exactly what the leader says. These are your tickets to providing customized

Show the leader a copy of the “Example” Recruiting Action Plan Solution” Template

◦ Ask for more advise and questions

◦ Try to get them to come up with ideas for solutions.

◦ Be prepared to answer questions they may have about HR services

If they drill down or ask questions you do not know, simply let them know you will get back to them

◦ The amount of information and data is extremely impressive in any strategic business circle

If they don’t buy-in at first, just ask if they would like to see Quarterly reports

◦ Always do this in person

Always pick “Friendlies” who have a number of potential risks

Relax and enjoy the ride. One or more leaders will tout their results in their staff meetings and you will be getting call from all their peers

◦ Momentum and Pull effect will ensue

Be Real Proud of your self and enjoy the ride

And email or call me with any questions, bumps in the road and especially successes

◦ We can have most of your successes published if you wish

Dan HilbertCEO OrcaEyes Inc.

[email protected]

512-501-4970. Ext 707

21

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Seattle


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1 © Copyright Orca Eyes, Inc., 2007-2011 An Influence Intervention – 12 Steps to Leadership...

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