Tom Peters’ People Power: The Talent 50 09.20.2005 - PowerPoint PPT Presentation

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Tom Peters’ People Power: The Talent 50 09.20.2005

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  1. Tom Peters’People Power: The Talent50 09.20.2005

  2. “The Creative Age is awide-open game.”—Richard Florida, The Rise of the Creative Class

  3. “There is no job that is America’s God-given right anymore.”—Carly Fiorina/HP/ 01.08.2004

  4. Importance of Success Factors by Various“Gurus”/Estimates by Tom PetersStrategySystemsPeoplePassionPorter 50% 20 20 10 Drucker 30% 35 20 15 Bennis 25% 20 30 25 Peters 15% 20 35 30

  5. Hardball: Are You Playing to Play or Playing to Win?by George Stalk & Rob Lachenauer/HBS Press“The winners in business have always played hardball.” “Unleash massive and overwhelming force.” “Exploit anomalies.” “Threaten your competitor’s profit sanctuaries.” “Entice your competitor into retreat.”Approximately 640 Index entries:Customer/s(service, retention, loyalty),4.People (employees, motivation, morale, worker/s),0. Innovation (product development, research & development, new products),0.

  6. 1. People First!

  7. “When land was the scarce resource, nations battled over it.The same is happening now for talented people.”Stan Davis & Christopher Meyer, futureWEALTH

  8. Talent!Tina Brown: “The first thing to do is to hire enough talent that a critical mass of excitement starts to grow.”Source: Business2.0

  9. Whoops: Jack didn’t have a vision!**GE = “Talent Machine” (Ed Michaels)

  10. Headhunter “Excellence”? (CEO Performance vs S&P 500)Korn Ferry/Tom Neff: +1.1%Heidrick & Struggles/ Gerry Roche: -5.2%

  11. 2. Soft Is Hard.

  12. !

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

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

  15. Age of AgricultureIndustrial AgeAge of Information IntensificationAge of Creation IntensificationSource: Murikami Teruyasu, Nomura Research Institute

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

  17. “The Dawn of the Creative Age” “There’s a whole new class of workers in the U.S. that’s 38-million strong: the creative class. At its core are the scientists, engineers, architects, designers, educators, artists, musicians and entertainers whose economic function is to create new ideas, new technology, or new content. Also included are the creative professions of business and finance, law, healthcare and related fields, in which knowledge workers engage in complex problem solving that involves a great deal of independent judgment. Today the creative sector of the U.S. economy, broadly defined, employs more than 30% of the workforce (more than all of manufacturing) and accounts for more than half of all wage and salary income (some $2 trillion)—almost as much as the manufacturing and service sectors together. Indeed, the United States has now entered what I call the Creative Age.”—“America’s Looming Creativity Crisis”/ Richard Florida/HBR

  18. U.S. Patent Office/Patents Granted19851998Venezuela 15 …………… 29Argentina 12 …………… 46Mexico 35 …………... 77Brazil 30 …………… 88South Korea 50 …………… 3,362 (67X) Source: Juan Enriquez/Asthe Future Catches You

  19. “My wife and I went to a [kindergarten] parent-teacher conference and were informed that our budding refrigerator artist, Christopher, would be receiving a grade of Unsatisfactory in art. We were shocked. How could any child—let alone our child—receive a poor grade in art at such a young age?His teacher informed us that he had refused to color within the lines, which was a state requirement for demonstrating ‘grade-level motor skills.’ ” —Jordan Ayan, AHA!

  20. 15 “Leading” Biz SchoolsDesign/Core: 0Design/Elective: 1Creativity/Core: 0Creativity/Elective: 4Innovation/Core: 0Innovation/Elective: 6Source: DMI/Summer 2002Research by Thomas Lockwood

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

  22. Wegman’s: #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 Wegman’s 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.

  23. 5. P.O.T./ Pursuit Of Talent = OBSESSION.

  24. “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

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

  26. Les Wexner:From sweaters to people!

  27. 6. Talent Masters Understand Talent’s Intangibles.

  28. Visibly energetic/Passionate/Enthusiastic … about everything.Engaging/Inspires others. (Inspires the interviewer!)Loves messes & pressure. Impatient/ Action fanatic.A finisher.Exhibits: Fat “WOW Project” Portfolio. (Loves to talk about her work.)Smart.Curious/ Eclectic interests/ A little (or more) weird.Well-developed sense of humor/ Fun to be around. ******No. 1 re bosses: Exceptional talent selection & development record. (Former co-workers: “Did you visibly grow while working with X?” /“How has the department/team grown on a ‘world-class’ scale during X’s tenure?”)

  29. Q:“If it were your $50K [life’s savings] and my $50K, what sort of Waiters would we look for?”A:“Enthusiasts!”

  30. 7. HR Is “Cool.”

  31. Chicago:HRMAC

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

  33. Are you “Rock Stars of the Age of Talent”

  34. “HR doesn’t tend to hire a lot of independent thinkers or people who stand up as moral compasses.”—Garold Markle, Shell Offshore HR Exec (FC/08.05)

  35. 8. HR Sits at The Head Table.

  36. DD$21M

  37. 9. Re-name “HR.”

  38. Talent Department

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

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

  41. 10. There Is an “HR Strategy”/ “HR Vision”

  42. 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

  43. “Omnicom very simply is about talent. It’s about the acquisition of talent, providing the atmosphere so talent is attracted to it.” —John Wren

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

  45. EVP = Challenge, professional growth, respect, satisfaction, opportunity, rewardSource: Ed Michaels et al., The War for Talent

  46. 11. Acquire for Talent!

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

  48. 12. There Is a FORMAL Recruitment Strategy.

  49. Cirque du Soleil!