A recap of the i4cp 2014 Conference: Two Jam-Packed Days of Thought-Leadership and Collaboration.

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Two Jam-Packed Days
of
Thought-Leadership
and
Collaboration
in 45 minutes
i4cp 2014 Conference
Re-Cap

2. #i4cp20142014 CONFERENCE

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Special Thanks
Thought Leaders
- Marshal Goldsmith
- Tom Rath
- Elliott Masie
- David Rock
- John Boudreau
Executive Practitioners
- CEO and CHRO, Avnet
- CLO, Qualcomm
- CHRO, TIAA-CREF
- VP of Learning & OE, Shell
- Former CHRO, Xerox
- Former EVP of HR, Edwards
Lifesciences
- Head of Global D&I, Grainger
- CIO and CHRO, Colliers Intl.

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 Healthy organizations
require healthy leaders
 Connect with what and
who matters most
 Trust as the foundation
of leadership
Key Themes
Culture

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“What's best for an individual's
health and well-being is rarely at
odds with an organization's
objectives.”
- Tom Rath

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4 Keys to Health & Well-Being
 Do what you love
 Great relationships and
interactions
 Make contributions that
continue to grow
 Health and energy to be
effective

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Do What You Love – Tom Rath
A
C
F
= 7%
= 16%
= 77%

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We Are All Mobile
 Launch then learn
 Design for all mobile devices
and platforms
 Find opps to use mobile for
workforce productivity
 Put content in employees
hands rather than forcing
them to search via Google
 Utilize mobile apps to make
work easier for employees

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New 2 Qualcomm

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Lync

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Collaboration and Innovation

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Culture of Collaboration
 Who do we want to
be?
 What are we great
at?
 Why do customers
choose us over our
competitors?
The
Giving
Organization

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The Importance of Your Brand
4 Brands that Matter
• Personal
• Employer
• Corporate
• Talent

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“The feeling that your status is under
attack is the most defensive you can
feel.”
- David Rock

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Cross the Line of Courage
Performance
Scores/Ratings
vs.
No Performance
Scores/Ratings
Only 3%of
organizations plan on
removing either the
ratings aspect or their
PM system altogether.
Source: i4cp 2013

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I am who I am and
want
to stay that way
• Born to learn
• We can change
• Effort is key
• Stretch goals are good
• Others’ success presents
opportunity to learn

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“The key to crossing the line is
better communications and
interactions.”
- David Rock
Source: i4cp, 2014

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HR’s Newest BFF
Rick Hamada
CEO, Avnet

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Engagement: A Leading Indicator
$0.00
$0.50
$1.00
$1.50
$2.00
$2.50
$3.00
$3.50
$4.00
$4.50
$5.00
58%
60%
62%
64%
66%
68%
70%
72%
74%
76%
78%
2004 2005 2006 2007 2008 2009 2010 2011 2012 2013
Employee Engagement EPS
EmployeeEngagementScore
EarningsPerShare

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What This Means
CEO’s Perspective
 Focus on people = EQ
development
 HR: a strategic partner,
not an admin function
 Engagement: essential
to LT customer value
creation
 Commitment to
accountability
CHRO: Lessons Learned
 Build a culture of trust
 Deliberately manage
change
 Leadership must own
strategy
 People are the brand

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Engagement: Not the Destination
6 Practices that Boost
Engagement and MPI
 Onboarding to assimilate into the culture
 “Stay interviews”, not exit interviews
 Individual dev-plans that reflect personal &
professional goals
 Opportunity for employees to raise their
profiles (e.g. high-visibility projects)
 Physical environments that support
creative-thinking & wellness
 Make time for creative thinking/innovation

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The HOW of Leadership
“Are you trying
to be more
interesting or
more
interested?”
~ Rob Reindl #i4cp2014
41%
35%
34%
% of High-
Performance
Organizations
effective (to a
high or very
high extent)
at developing
leaders
(decreasing
over last 3
yrs)

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Time to Autonomy
From 30 months to 6 months
We want to reduce the time from “taking the training” to
“applying the learning” from a few weeks to a few hours.

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Zero Accidental Successors
27% of HPOs are
effective at C-suite
succession
18% are effective
at succession
beyond the exec
level
The 3 T’s of
Succession:
• Talent
• Time
• Transition

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“Does HR’s reach exceed it’s
grasp?”
- John Boudreau

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Where HR Can Make Big Impact
 Mass Customization
 Supply and demand
as it relates to
segmentation of the
workforce

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Maximize Your People Component
Decades of i4cp research shows that the people practices that drive market
performance fit into one of five integrated core areas we call Domains.
Market
Market
Strategy
Culture
Leadership
Talent

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People-Profit Chain™ Assessment
These 25 KPIs
account for 28% of
the variance in a
company’s market
performance.
28%

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Use the People-Profit Chain™ to…
The Organization
 Shape business
strategy
 Identify causes to
under-performance
 Prioritize initiatives
Human Resources
 Strengthen HR
business partners
 Identify areas of risk
and opportunity
 Connect HC practices
to key business drivers
Patrick.Murray@i4cp.com

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“If you need to influence a decision
maker, remember it’s not her job to
buy, it’s yours to sell”.
- Marshal Goldsmith

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Look in the Mirror, not out the Window
 Engagement as an
individual responsibility
 Passive vs. Active Questions
 6 active questions:
 be happy?
 find meaning?
 be fully engaged?
 build positive relationships?
 set clear goals?
 make progress toward goal
achievement?

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With regard to well-being…
“It's good for customers and it's
good for the company. But it's even
better for you.”
- Marshal Goldsmith

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“I never use the word ‘diversity’
when I speak about Diversity outside
the U.S.”
- Jacqueline Robertson

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Marshal Goldsmith
 Be happy
 Spend time with your
family
 If you have a dream,
go for it
 Do what you can to
help people
Coming Full Circle
Tom Rath
 Do what you love
 Great relationships and
interactions
 Make contributions that
continue to grow
 Health and energy to be
effective

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The i4cp 2015 Conference
March 16 – 19, 2015 | Scottsdale, AZ
Early-bird specials end soon! Register now - bit.ly/i4cp2015