1. “Of Square Pegs and Round Holes”

2. In today’s environment, employee selection is more critical than ever. And in a climate of continuously doing more with less, rigorous talent management is key to your success. Learn how to create a confident engaging organization, fit to survive our new economic reality!

3. Survive our new economic reality: effect of engagement  EPS growth of 28% compared to a 11.2% decline (TowersPerrin)  EPS growth 2.6 times higher (The Gallup)  Stores which increase engagement by 2% see $100,000 increased sales (Best Buy)  Stores with top scores generate 10% more sales (JC Penney)  Call centers with engaged employees have high customer satisfaction (Manpower)  Higher employee engagement saved $1,7 mil (MolsonCoors)

4. Guess what is the average % of highly engaged people in the USA?

5.  29% of US employees are fully engaged!  54% are “checked out”  17% are actively disengaged (The Gallup)

6. What is the level of employee engagement in your organization?

7. “My willingness to do whatever it takes to succeed is what fueled Johnsonville’s growth. In 1980 I hit the wall. I realized that if I kept doing what I had always done, I was going to keep getting what I was getting. And I did not like what I was getting. It felt to me like the only person who was excited about Johnsonville was me. And I began to feel like a baby-sitter for my executives and staff. ” ( Ralph Stayer, Flight of the Buffalo;1993)

8. If I kick my dog (from the front or the back), he will move. And when I want him to move again, what must I do? I must kick him again! Similarly I can charge a person’s battery, and then recharge it, and recharge it again. But it is only when one has a generator of one’s own that we can talk about motivation. ( Herzberg, 1987)

10. USA Today, Dec 2008 What is the major focus of CEO’s in the first 100 days on the job?  INCREASE PRODUCTIVITY: 30%  INCREASE PROFITS: 20%  PERSONNEL DECISIONS:13%  DEVELOP RAPPORT WITH STAFF: 13% (non scientific opinion poll)

11. Round holes?

12. Make sure you and your employees know what the hole looks like!

15. Business Goals Elements of Goal A Divisional Goals

16. Round Holes? Create Common Goals and Direction  Agree on mission-vision-values  Verbalize your strategy in clear and concise way. Use pictorial.  Strategy is not a dream.  Engage in true dialogue.  Clear goal deployment.  Follow your strategy.  Follow-up.  Visualize.

17. Square Pegs? “I have seen competent leaders who stood in front of a platoon and all they saw was a platoon. Great leaders stand in front of a platoon and see 44 individuals, each of whom has aspirations, each of whom wants to live, each of whom wants to do good” ( Norman Schwartzkopf)

22. Behavior versus Needs

23. LOWHIGH DOMINANCE A NORM B EXTROVERSION C PATIENCE D FORMALITY The 4 Drives / Needs

24. Reading the Profile..  High drives tell us: Sources of self- confidence  The keys to productivity Motivators  “Hot buttons” Predicts likely inherent behaviors  Low drives describe appropriate environment

25. DEMO

26. Round Pegs and Square Holes?

27. Presented By Kathleen Nickles

32. We find it natural and right that people join a sports team based on ability and performance. Not everyone can join the Red Wings. We boo the poor performers and turn the stars into millionaires. But we don’t have the same determination when it comes to the team that decides the livelihood of our business…

33. PI® and Talent Management Copyright 2010 ADVISA & PI Worldwide

34. Talent Management Low ranking Av. ranking Hi ranking Low potential Dismiss 11% Reward 11% Average potential 11% High potential 11% Find reason; other function? Discipline? 11% Keep engaged; challenge; reward; find opportunities

35. Bring the right people on board A “genius with 1000 helpers” will first decide what to do, then get highly capable helpers. A “Level 5 Leader” builds a superior team, then together with the team, a good plan. (Jim Collins, Good to Great)

37. Summary  Employee engagement is key to increased profitability  Get everyone on same page with a solid strategy and strategy implementation  Connect with your people and treat them as individuals with specific motivators and needs (Personality Profiling ; 360’s)  Use talent management and solid hiring to fill your bus! (look beyond skills)