nchra - actualizing a next generation master plan

Actualizing a Next

Generation Master Plan

WHAT’S ON YOUR MIND?

Generational Diversity

Succession Planning

Managing The Skills Gap

Navigating Disengagement

Our “Social” Reputation

Recruiting Tomorrow’s Superstars

Quantifying Success

HR as a Business Leader

Collection (Employee Feedback)

Advisement (Management Partnership)

Presenting the Business Case (Executives)

WHO IS YOUR AUDIENCE?

Ezra Needs

Something Bigger Than Himself

Flexibility

Goal Setting & Evolving Challenges

EXERCISE #1

How are you gathering employee feedback?

How are you managing employee performance?

How are you rewarding results?

How do I get promoted?

Charity as Recognition Currency

Ideas as Currency

Belief in Leadership

The Traditional Office is Dead

24/7 Advocacy

Personal Interest Infused in Work

7 Ways to Reward the Brain by Tom Chatfield

1. Multiple Long & Short Term Aims

2. Rapid, Frequent, Clear Feedback

3. Reward for Effort & Achievement

4. Continual Progress Measurement

5. Elements of Chance & Uncertainty

6. Windows of Enhanced Attention

7. Collective Emotion – Other People

Get Out of My Sandbox!!!

Human Resources may fail to

formulate meaningful

partnerships with Unit Managers

if we are perceived as a

threat….

Management Challenges

Time Management

Group Dynamics vs. Individual Focus

Hyper-Focus on Results

Staying Relevant

Winona Needs

Human Relations Skills

Behavioral Enhancers

Autonomy to Run Her Business

EXERCISE #2

How are you assisting in…

Leadership Training

Multi-Source of Performance Review

Career Development Opportunities

Here’s Where You Come In….

Performance

Metrics Cultural

Values

In Performance Management

0

1

2

3

4

5

6

0 1 2 3 4 5

Performance Metrics

Core

Values

A Roadmap for Interaction

Partner with managers to measure non-performance

behaviors.

Develop a dialogue groundwork.

They measure performance….

We measure citizenship!

Marissa Needs

Great Products & Services

Extraordinary Talent

Metrics to Guarantee Success

HR as a Business Leader

Collection (Employee Feedback)

Advisement (Management Partnership)

Presenting the Business Case (Executives)

Field Study Results

Surveys Says…..

Focus Group Results

Platform Feedback (in real time)

Stay Interview Results

360 Feedback

Recommendations to Management

Corporate Citizenship in Interviews

Corporate Citizenship in Performance Management

Feedback Strategy

Voluntary Citizenship Development

HOLACRACY

•Status-oriented employees can be motivated by a possible title change,

or having their name attached to more important projects.

•Certainty-oriented employees are motivated simply by the reassurance

that their job is important and they are excelling.

•Autonomy-oriented employees may need the ability to work from home,

or simply slip on their head phones to tune everyone else out.

•Relatedness-oriented employees are energized by opportunities to

socialize with their coworkers — happy hours, softball games, etc.

•Fairness-oriented employees want to know the playing field is even, and

they aren’t being exploited or cheated. They need to hear it consistently.

EXERCISE #3

Here’s What They’re Saying

Here’s How We’re Partnering

Here’s The Money…!

COLLECTION (Employee Feedback)

Employee Engagement Survey Results

Focus Group Feedback

Information Shared in Social Feed

Idea Share

ADVISEMENT (Management Partnership)

Interviewing Process

Core Values in Performance Management

Holacracy Ranking

THE BUSINESS CASE (Executives)

Higher CVR score = Higher Customer Satisfaction

Holacracy Assessment = Internal Talent Pool

360 Feedback = Leadership Training

Resources

www.biworldwide.com/newrules

www.biworldwide.com/blog

www.weknownext.com

Contact

David Kovacovich

david.kovacovich@biworldwide.com

www.linkedin.com/in/davidkovacovich

www.davesweeklythought.blogspot.com