people power: The talent 50 Tom Peters/Flexirent/18.02.2008

1. NOTE:To appreciate this presentation [and insure that it is not a mess], you need Microsoft fonts:“Showcard Gothic,”“Ravie,”“Chiller”and“Verdana”

2. people power:The talent50Tom Peters/Flexirent/18.02.2008

3. “I have always believed that the purpose of the corporation is to be a blessing to the employees.”—Boyd Clarke

4. 1. People First!

5. TP: “How to piss away $500,000 in one easy lesson!!”

6. < CAPEX> People!

7. Our MissionTo develop and manage talent;to apply that talent,throughout the world, for the benefit of clients;to do so in partnership; to do so with profit.WPP

8. 2. “Soft” Is “Hard.”

9. Excellence1982: The Bedrock “Eight Basics” 1. A Bias for Action 2. Close to the Customer 3. Autonomy and Entrepreneurship 4. Productivity Through People 5. Hands On, Value-Driven 6. Stick to the Knitting 7. Simple Form, Lean Staff 8. Simultaneous Loose-Tight Properties”

10. 3. FUNDAMENTAL PREMISE: We Are in an Age of Talent/ Creativity/ Intellectual-capital Added.

11. Agriculture Age(farmers)Industrial Age(factory workers)Information Age(knowledge workers)Conceptual Age(creators and empathizers)Source: Dan Pink, A Whole New Mind

12. “Human creativity is the ultimate economic resource.”—Richard Florida,The Rise of the Creative Class

13. 4. Talent “Excellence” in Every Part of Every Organization.

14. Wegmans:#1/100“Best Companies to Work for”/2005

15. 5. Talent “Excellence” Stretches Far Beyond Our Borders.

16. We become who we hang out with 1

17. Measure “Strangeness”/Portfolio QualityStaffConsultantsVendorsOut-sourcing Partners (#, Quality)Innovation Alliance PartnersCustomersCompetitors (who we “benchmark” against)Strategic Initiatives Product Portfolio (LineEx v. Leap)IS/IT ProjectsHQ LocationLunch MatesLanguageBoard

18. 6. P.O.T./ Pursuit Of Talent = OBSESSION.

19. “The leaders of Great Groups love talent and know where to find it. They revel in the talent of others.”—Warren Bennis & Patricia Ward Biederman, Organizing Genius

20. PARC’s Bob Taylor:“Connoisseur of Talent”

21. 7. Talent Masters Understand Talent’s Intangibles.

22. A Few Lessons from the ArtsEach hired and developed and evaluated in unique ways(23 contributors = 23 unique contributions = 23 pathways = 23 personalities = 23 sets of motivators)Attitude/Enthusiasm/Energy paramountRe-lent-less!“Practice is cool”(G Leonard/Mastery)Team and individual Aspire to EXCELLENCE = ObviousEx-e-cu-tionTalent = Brand = Duh“The Project” rulesEmotional languageBit players. No.B.I.W.(everything)Delta events = Delta rosters(incl leader/s)

23. 8.HR Is “Cool.”

24. Chicago:HRMAC

25. “support function” / “cost center” / “bureaucratic drag”or…

26. Are you …“Rock Stars of the Age of Talent”?

27. 9. HR Sits at The Head Table.

28. 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 HR on a par with finance and marketing.

29. 10. Re-name “HR.”

30. Talent Department

31. “H.R.” to “H.E.D.” ???HumanEnablement Department

32. People DepartmentCenter for Talent ExcellenceSeriously Cool People Who Recruit & Develop Seriously Cool PeopleEtc.

33. 11. There Is an “HR Strategy”/ “HR Vision”

34. What’s your company’s …EVP/IBP?**Employee Value Proposition, per Ed Michaels et al., The War for Talent; IBP/Internal Brand Promiseper TP

35. EVP/IBP = Remarkable challenge, rapid professional growth, respect, satisfaction, fun, stunning opportunity, exceptional reward, amazing peer group, full membership in Club Adventure, maximized future employabilitySource: Ed Michaels, The War for Talent; TP

36. 12. Acquire for Talent!

37. Omnicom's acquisitions:“not for size per se”; “buying talent;” “deepen a relationship with a client.”Source: Advertising Age

38. 13. There Is a FORMAL Recruitment Strategy.

39. “Busy Executives Fail To Give Recruiting Attention It Deserves”—Headline, WSJ, 1121.05

40. CtaO**Chief talent acquisitionOfficer

41. 14. There Is a FORMAL Leadership Development Strategy.

42. Crotonville!

43. DD: 0 to 60mph in a flash (months)

44. 15. There Is a FORMAL STRATEGIC HR Review Process.

45. “In most companies, the Talent Review Process is a farce. At GE, Jack Welch and his two top HR people visit each division for a day. They review the top 20 to 50 people by name. They talk about Talent Pool strengthening issues.The Talent Review Process is a contact sport at GE; it has the intensity and the importance of the budget process at most companies.”—Ed Michaels

46. 16. “People”/ Talent” Reviews Are the FIRST Reviews.

47. 17. HR Strategy = BUSINESS Strategy.

48. Wegmans: #1/100 Best Companies to Work for84%: Grocery stores “are all alike”46%: additional spend if customers have an “emotional connection” to a grocery store rather than “are satisfied” (Gallup)“Going to Wegmans is not just shopping, it’s an event.” —Christopher Hoyt, grocery consultant“You cannot separate their strategy as a retailer from their strategy as an employer.”—Darrell Rigby, Bain & Co.

49. Cirque du Soleil!

50. 18. Make it a “Cause Worth Signing Up For.”