Would you rather be lucky… or good?. Understanding the Nature of Talent How to improve...
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Would you rather be lucky… or good?. Understanding the Nature of Talent How to improve productivity: Replace struggling employees with better ones Stack
Understanding the Nature of Talent How to improve productivity:
Replace struggling employees with better ones Stack ranking Purging
All hazy manifestations of performance management Jack Welch,
former CEO of GE
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Look Instead at Talents Natural tendencies which exist deep
within us (why can some people decorate others have white walls)
These combined with skills, experience and attitude =
STRENGTHS
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A strength is the ability to consistently provide near-perfect
performance, and its the outcome of talent times investment. It is
the positive, productive application of your talent talent being a
natural way of thinking, feeling, or behaving. And the words
positive and productive are important, because those are the
outcomes of investing in your talent.
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A strength is a focused combination of Talents: your naturally
recurring patterns of thought, feeling or behavior Yearning, Rapid
learning, Satisfaction Knowledge: the facts and lessons learned
What you know and have picked up along the way Skills: the basic
ability to move through steps of an activity How-tos of a role
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Evidence that these pre-dispositions do not change over time We
are pretty much what we are born with
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To take this to the management level Great managers find what
is unique about each person AND THEY CAPITALIZE ON IT Great
managers think differently about their people. They focus on
strengths.
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Purposeful Permission to be who you are
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Balconies
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What leader has had the most positive influence on your daily
life?
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Now, please list three words that best describe what this
person contributes to your life. a.______________________
b.______________________ c.______________________
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Followers four basic needs: Purpose Wisdom Humor Humility Trust
Compassion Stability Hope The usual suspects
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The most effective leaders: Are always investing in strengths
Surround themselves with the right people and maximize their team
Understand their followers needs
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Leaders stay true to who they are and then make sure they have
the right people around them.
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The 12 Elements of Great Managing To identify the elements of
worker engagement, Gallup conducted many thousands of interviews in
all kinds of organizations, at all levels, in most industries, and
in many countries. These 12 statements the Gallup Q12 - emerged
from Gallups pioneering research as those that best predict
employee and workgroup performance. 1. I know what is expected of
me at work. 2. I have the materials and equipment I need to do my
work right. 3. At work, I have the opportunity to do what I do best
every day. 4. In the last seven days, I have received recognition
or praise for doing good work. 5. My supervisor, or someone at
work, seems to care about me as a person. 6. There is someone at
work who encourages my development. 7. At work, my opinions seem to
count. 8. The mission or purpose of my company makes me feel my job
is important. 9. My associates or fellow employees are committed to
doing quality work. 10. I have a best friend at work. 11. In the
last six months, someone at work has talked to me about my
progress. 12. This last year, I have had opportunities at work to
learn and grow.
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The Three Types of Employees 1 ENGAGED employees work with
passion and feel a profound connection their company. They drive
innovation and move the organization forward. 2 NOT-ENGAGED
employees are essentially checked out. Theyre sleepwalking through
their workday, putting time but not energy or passion into their
work. 3 ACTIVELY DISENGAGED employees arent just unhappy at work;
theyre busy acting outing their unhappiness. Every day, these
workers undermine what their engaged coworkers accomplish.
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Executing these leaders know how to make things happen. These
are the people who will work tirelessly to implement a solution.
Influencing these leaders help their team reach a much broader
audience. They sell the teams ideas both inside and outside the
organization. Relationship building the essential glue that holds
the team together to create a sum greater than its parts. Makes the
team more than just a group of individuals. Strategic thinking
these are the leaders that keep us focused on what could be. They
stretch our thinking and help us make better decisions.
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Leaders stay true to who they are and then make sure they have
the right people around them.
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What You Need to Know About Each of Your Direct Reports q What
are his or her strengths? q What are the triggers that activate
those strengths? q What is his or her learning style? q Ask the
question: How can I help you to be more successful?
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USA TODAY 7/13, Right brain-left brain
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"Success is achieved by developing our strengths, not by
eliminating our weaknesses." - Marilyn vos Savant
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Things Leaders Do GEs Jeff Immelt on the 10 keys to great
leadership. When GEs CEO Jeff Immelt teaches up-and-coming leaders
at the companys famed management-development center, he runs
through a checklist of what he calls Things Leaders Do. In an
interview with Fast Company, Immelt reveals his own leadership
checklist. 1.Personal Responsibility 2.Simplify Constantly.
3.Understand Breadth, Depth, and Context. 4.The importance of
alignment and time management. 5.Leaders learn constantly and also
have to learn how to teach. 6.Stay true to your own style. 7.Manage
by setting boundaries with freedom in the middle. 8.Stay
disciplined and detailed. 9.Leave a few things unsaid. 10.Like
people.
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Leader Strategize accounts Work side by side Strategic planning
Thinking Training new ways Encourage risk taking Improve processes
Ask why Develop people Recognition Manager Read reports Ask
questions Provide feedback People problems Short term planning
Manage expenses Interviewing Focus on people 50% 15% Focus on
strategy 25% 25% Focus on operations 25% 60% People Work