No Budget, No Problem! How Every Leader Can Continue to Develop Talent in ANY Economic Environment
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Originally presented by Scott Cooksey at the 2016 HR Gulf Coast Symposium on HR Issues in Houston, TX 2016
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No Budget, No Problem! How Every Leader Can Continue to Develop Talent in ANY Economic Environment
- 1. No Budget, No Problem! How Every Leader Can Continue to Develop Talent in ANY Economic Environment
- 3. A CB ED
- 4. “Today’s workforce is more and more guided by a search for meaning or doing important work rather than by simply earning a paycheck with good benefits.” Source: The Evolution of Work: The Changing Nature of the Global Workforce, ADP Research Institute, 2016
- 6. The Four E’s Of Learning Source: Predictions for 2016 : A Bold New World of Talent, Learning, Leadership, and HR Technology Ahead. Bersin by Deloitte(r)
- 7. Don’t Believe The Headlines
- 10. Most Important Job Skills Sought By Recruiters 1. Communication Skills 2. Analytical Thinking 3. Work Collaboration 4. Strategic Thinking 5. Leadership Skills… 12.Work Experience 13.Global Mindset 14.Entrepreneurship Source: The Bloomberg Job Skills Report 2016: What Recruiters Want, Feb 2016
- 11. Hardest to Find Job Skills Sought By Recruiters1. Creative Problem Solving 2. Leadership Skills 3. Adaptability 4. Work Experience 5. Communication Skills… 12.Motivation/Drive 13.Entrepreneurship 14.Quantitative Skills Source: The Bloomberg Job Skills Report 2016: What Recruiters Want, Feb 2016 It’s Now A GIVEN!
- 12. Diversity and inclusion have moved from a compliance program to a business strategy. Source: Predictions for 2016 : A Bold New World of Talent, Learning, Leadership, and HR Technology Ahead. Bersin by Deloitte(r)
- 13. Real Connections
- 14. 9 KEY ACTIONS OF CONNECTED LEADERS
- 16. Focus SHOULD Be On OUTCOMES NOT HOURS
- 18. Become a NINJA NOTHING “I” NEED… JUST ACTION “NINJA-min” Franklin
- 19. Proactive vs. Reactive Coaching
- 24. Scott Cooksey Conference Speaker, Corporate Workshops Join me at the Unique Zone at 3:45 for Tournament of Change!
Notas del editor
- What is the ## for the event? ADD TO EVERY SLIDE!!!!!! Arrange slides Simplify for advanced handouts Make sure order makes sense Build foundation of “WHY” Build toward “WHAT” Explain “HOW” Challenge “NOW” Utilize Buffer to BLAST ## Messaging and encourage people to attend my breakouts!
- TIE THIS EXPLAINATION TO THE 5 BASIC NEEDS IDEAS FROM PREVIOUS SLIDE A – 1998 TRUST B – 2000 ML C – 2001 BANK D – 2004 INDEPENDENT E – 2008-9 CAREER CHANGE (RESET = FOUND THE BALANCE) Discussion about Business Cycles When People Purchase Stocks – Get Idea, Watch for Validation, Finally Convinced (Purchase), Stock Drops, Panic (Sell) = REPEAT Hiring / Firing Cycles – Work comes in, Wait to see if sustainable (Overtime), Continues to Grow (Hire), “This Time It’s Different” (Can’t get ‘em in the door fast enough for managers), Plateaus (Overage on headcount, drop OT-maintain staffing- still no emphasis on trxfr knowledge), Drops Off (Nervous people), Early Retirement for Knowledge-Rich Employees Personally Best success in Financial Business for ME was Between C and D WHY? Developed a PLAN, IMPLEMENTED PLAN, SUCCESSFULLY EXECUTED PLAN – Rug Jerked out from Under me. D to E – SHOULD have been relatively good time, however, my head wasn’t in it. Unclear plan. Lack of Discipline. Too MUCH freedom. E = Career Change as well, so has gone my story. My life. My satisfaction. My financial status. My Family.
- Sequence animations to illustrate point
- Work with this slide and refine….for HANDOUTS to HR Houston, eliminate bullet points & revise clever slide title Add Workshop Component to this topic: WHAT are your organizations doing RIGHT NOW to encourage this?
- 24/7/365 -> flex scheduling PROJECT/OUTCOME based vs “punching clock” If I can do it in 6 hours and someone else takes 8, it’s not my fault. However, you COULD show that is allows me to “level up” by spending that next 2 hours on something else….if I CHOOSE (CHOOSE YOUR OWN ADVENTURE) Shared Accountability Delegate SMARTER – you can still be responsible/accountable for an outcome, but have a team member “own” that metric – get to know it intimately, how it ticks and learn how it fits and why it matters. Encourage Innovation (shift focus to “someone” vs “I”) I went straight commission with lure of “you can do whatever you want if you do”… Allow to implement different approach IF they can lay out a business case for it and they can demonstrate how it is in alignment with strategic objectives (Often leaders don’t allow because they won’t clearly set expecations) Want more freedom? Set up a “marketing pool” – If production based or hit various targets, assign x% into a Pool of $$ to be spent ON the business at the discretion of the employee Use to travel to away conferences, WSJ, client appreciation, etc… Encourage Presentations Many younger/new people in orgs have had limited, if any, public speaking experience You want people who can look customers, suppliers, vendors, managers IN THE EYE (even over the phone) Toastmasters is CHEAP – This is a minimum Allow / assign / encourage volunteers (or voluntell SAFELY if no offer on own to prep presentations to others rundown of books, speeches, articles, current events affecting business, etc…