value enhancement thru optimal organizational development

DE

NV

ER FALL

SU MMIT

2014

Next Practices from Adobe

Value Enhancement thru

Optimal Organizational

Development

Antonio HumphreysSenior Manager

Adobe

www.sig.org/eval

DE

NV

ER FALL

SU MMIT

2014

Evaluation How-to:

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1. Select Schedule2. Select Schedule by Day3. Select Day4. Select Session5. Scroll to Description 6. Click on the Evaluation link

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1. Go to www.sig.org/eval2. Select Session (#WS14)

How?

© 2014 Adobe Systems Incorporated. All Rights Reserved. Adobe Confidential.© 2014 Adobe Systems Incorporated. All Rights Reserved. Adobe Confidential.

Welcome &

Adobe Overview

© 2014 Adobe Systems Incorporated. All Rights Reserved. Adobe Confidential.

Adobe Document Services

4

Our Document Solutions Mission:

Reliably exchange the world’s documents for universal access, review, and approval.

Ad hoc Structured

DOCUMENT WORKFLOWS ENABLING TECHNOLOGIES

Adobe Reader Document

Services

Adobe Acrobat Adobe

EchoSign


Visual: ‘The New Creatives’

https://www.youtube.com/watch?v=OQrlAn_iqUY

6

https://www.youtube.com/watch?v=OQrlAn_iqUY


7

MONETIZE

MEASURE

MAKE

MANAGE

Adobe’s Advantage


Visual: ‘Click, Baby, Click!’

https://www.youtube.com/watch?v=TZXUq7Pln3g&feature=kp

https://www.youtube.com/watch?v=TZXUq7Pln3g&feature=kp


Value Enhancement thru Optimal Organizational Development

Antonio Humphreys | Adobe Systems Inc.


Organizational Development

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Factors & Variables:

• Department maturity level?

• Degree of change required?

• Current (and forecasted) business conditions?

• Political sensitivities?

• Level of talent required?

• Corporate culture’s ability and willingness to change and transform?

• Immediate vs. long-term organization needs?

LOW HIGH



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Survey:

Who has experienced an org change in their department

within…

“The only thing that is constant is change.” -Heraclitus

the past 2 years?

the past year?

the past 6 months?

“To improve is to change; to be perfect is to change often.”

-Churchill



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Keys to success:

• Don’t try to ‘boil the ocean’…prioritize!

• Tiered approach that allows sufficient time to make

clear assessments and a solid strategy

• Focus first on ‘foundational’, second on ‘evolving’,

and third on ‘elevating’



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Organization flexibility & empowerment

Job roles & responsibilities

Team training & development

Team skill-set assessment & hiring

FOUNDATIONAL

EVOLVING

ELEVATING


Team Skill-Set Assessment and

Hiring/Rotating Best Practices


Team Skill-Set Assessment

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Strengths Assessment:

• Review of top 5 – 10 skills

• Use tools like StrengthsFinder and SDI

• Review at individual and group levels to find both complimentary and unique

attributes

• Teams then know how to leverage each other based on core capabilities

Making it actionable:

• Assign projects based on key competencies

• Leverage key team members for specific tasks and contributions

• Focus and utilization of employee’s strengths drives engagement and

empowerment


Hiring & Rotational Best Practices

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Based on assessments of existing team:

• Determine whether individuals are prime candidates for rotational

opportunities in other department functions or verticals

• Opportunities for continued exposure to different areas, keeps things

dynamic, and allows for job growth and expansion

• Have the opportunity to target the appropriate level and characteristics of

ideal candidate(s) for your team and department

• Helps in identifying either junior or senior level personnel

• Narrow search based on critical skill-set requirements

• Better able to justify compensation offers/packages to quality market

talent


Team Training & Development


Team Training & Development

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Team Training:

After Strengths Assessment, focus on mix of:

• Soft skills (i.e. emotional intelligence (EQ), presentation skills, influencing skills)

• Sourcing-specific skills (i.e. category management, negotiations)

• Technical skills (i.e. Excel, company financial analysis, TCO bid analysis)

Development Considerations:

• Build on ‘foundational’ learnings to evolve expertise on the team

• Don’t over train. Personnel will get ‘training burn-out’ if too much training is

scheduled.

• Use mix of virtual and face-to-face training (group interactions are key to help with

understanding of the content)

• Align with functional leadership traits to develop ‘top talent’


Analysis of Job Roles & Responsibilities


Job Analysis

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Level and Role Analysis:

• Need for consistency of functional roles/levels and associated skill-sets

(i.e. Finance vs. Procurement vs. Supply Chain vs. Operations)

• Inconsistency can cause confusion for both managers and employees

• Creation of specific job descriptions and associated responsibilities/accountabilities

• Clarity to personnel regarding career path and what’s required to elevate themselves

• Benchmark with peer functions and companies to ensure competitiveness with:

• Titles (i.e. Analyst or Specialist vs. Category Manager)

• Compensation (i.e. market-specific salary, bonuses, stock grants, other benefits)

• Partner with Human Resources to perform market compensation assessments

• Need to ensure pay bands for specific roles are up-to-date and market competitive

• Clarify and delineate roles/responsibilities with other functional partners (i.e. Legal, Finance,

Audit)


Organization Flexibility & Empowerment


Organization Flexibility & Empowerment

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When at mature and group ‘performing’ stage:

• Micromanagement is not required (becomes more of a

‘pull model’ for management engagement)

• Can offer more flexible working arrangements and

environments

• Work from different regional offices

• Work remote on virtual basis

• Time schedule is flexible due to needs of the

business (i.e. regional calls at night)

• Employees are elevated, engaged, and motivated in

their work

• Ultimately, drives maximum value for the business!

Empowerment

Continual

Training

Appropriate

Role

Growth & Elevation

Strength

Self-Aware


Wrap-Up

23

Many thanks for your time

today.

QUESTIONS?

Contact Info:

Antonio Humphreys

[email protected]

408-536-3930

Adobe Systems, Inc.

345 Park Avenue

San Jose, CA 95110-2704

mailto:[email protected]

DE

NV

ER FALL

SU MMIT

2014

Session #WS14

Value Enhancement thru Optimal Organizational

Development: Next Practices from Adobe

Antonio Humphreys

Adobe408-536-3930

[email protected]

Speaker:

value enhancement thru optimal organizational development

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