The Power of People in the Creative Age

1. Tom Peters’People Power:The Talent50 09.26.2005

2. “The Creative Age is awide-open game.”—Richard Florida, The Rise of the Creative Class

3. “There is no job that is America’s God-given right anymore.”—Carly Fiorina/HP/ 01.08.2004

4. Importance of Success Factors by Various“Gurus”/Estimates by Tom PetersStrategySystemsPeoplePassionPorter 50% 20 20 10 Drucker 30% 35 20 15 Bennis 25% 20 30 25 Peters 15% 20 35 30

5. Hardball: Are You Playing to Play or Playing to Win?by George Stalk & Rob Lachenauer/HBS Press“The winners in business have always played hardball.” “Unleash massive and overwhelming force.” “Exploit anomalies.” “Threaten your competitor’s profit sanctuaries.” “Entice your competitor into retreat.”Approximately 640 Index entries:Customer/s(service, retention, loyalty),4.People (employees, motivation, morale, worker/s),0. Innovation (product development, research & development, new products),0.

6. 1. People First!

7. “When land was the scarce resource, nations battled over it.The same is happening now for talented people.”Stan Davis & Christopher Meyer, futureWEALTH

8. Talent!Tina Brown: “The first thing to do is to hire enough talent that a critical mass of excitement starts to grow.”Source: Business2.0

9. Whoops: Jack didn’t have a vision!**GE = “Talent Machine” (Ed Michaels)

10. Headhunter “Excellence”? (CEO Performance vs S&P 500)Korn Ferry/Tom Neff: +1.1%Heidrick & Struggles/ Gerry Roche: -5.2%

11. 2. Soft Is Hard.

12. Message: Leadership is all about love! [Passion, Enthusiasms, Appetite for Life, Engagement, Commitment, Great Causes & Determination to Make a Damn Difference, Shared Adventures, Bizarre Failures, Growth, Insatiable Appetite for Change.] [Otherwise, why bother? Just read Dilbert. TP’s final words: CYNICISM SUCKS.]

13. !

14. 3. FUNDAMENTAL PREMISE: We Are in an Age of Talent/Creativity/ Intellectual-capital Added.

15. “Human creativity is the ultimate economic resource.”—Richard Florida,The Rise of the Creative Class

16. Age of AgricultureIndustrial AgeAge of Information IntensificationAge of Creation IntensificationSource: Murikami Teruyasu, Nomura Research Institute

17. Agriculture Age (farmers)Industrial Age (factory workers)Information Age (knowledge workers)Conceptual Age (creators and empathizers)Source: Dan Pink, A Whole New Mind

19. “My wife and I went to a [kindergarten] parent-teacher conference and were informed that our budding refrigerator artist, Christopher, would be receiving a grade of Unsatisfactory in art. We were shocked. How could any child—let alone our child—receive a poor grade in art at such a young age?His teacher informed us that he had refused to color within the lines, which was a state requirement for demonstrating ‘grade-level motor skills.’ ” —Jordan Ayan, AHA!

20. 15 “Leading” Biz SchoolsDesign/Core: 0Design/Elective: 1Creativity/Core: 0Creativity/Elective: 4Innovation/Core: 0Innovation/Elective: 6Source: DMI/Summer 2002Research by Thomas Lockwood

21. 4. Talent “Excellence” in Every Part of Every Organization.

22. Wegman’s: #1/100 Best Companies to Work for84%: Grocery stores “are all alike”46%: additional spend if customers have an “emotional connection” to a grocery store rather than “are satisfied” (Gallup)“Going to Wegman’s is not just shopping, it’s an event.” —Christopher Hoyt, grocery consultant“You cannot separate their strategy as a retailer from their strategy as an employer.”—Darrell Rigby, Bain & Co.

23. 5. P.O.T./ Pursuit Of Talent = OBSESSION.

24. “The leaders of Great Groups love talent and know where to find it. They revel in the talent of others.”Warren Bennis & Patricia Ward Biederman, Organizing Genius

25. PARC’s Bob Taylor:“Connoisseur of Talent ”

26. Les Wexner:From sweaters to people!

27. 6. Talent Masters Understand Talent’s Intangibles.

28. Visibly energetic/Passionate/Enthusiastic … about everything.Engaging/Inspires others. (Inspires the interviewer!)Loves messes & pressure. Impatient/ Action fanatic.A finisher.Exhibits: Fat “WOW Project” Portfolio. (Loves to talk about her work.)Smart.Curious/ Eclectic interests/ A little (or more) weird.Well-developed sense of humor/ Fun to be around. ******No. 1 re bosses: Exceptional talent selection & development record. (Former co-workers: “Did you visibly grow while working with X?” /“How has the department/team grown on a ‘world-class’ scale during X’s tenure?”)

29. Q:“If it were your $50K [life’s savings] and my $50K, what sort of Waiters would we look for?”A:“Enthusiasts!”

30. 7. HR Is “Cool.”

31. Chicago:HRMAC

32. “support function” / “cost center” / “bureaucratic drag”or …

33. Are you “Rock Stars of the Age of Talent”

34. “HR doesn’t tend to hire a lot of independent thinkers or people who stand up as moral compasses.”—Garold Markle, Shell Offshore HR Exec (FC/08.05)

35. 8. HR Sits at The Head Table.

36. DD$21M

37. 9. Re-name “HR.”

38. Talent Department

39. People DepartmentCenter for Talent ExcellenceSeriously Cool People Who Recruit & Develop Seriously Cool PeopleEtc.

40. “H.R.” to “H.E.D.” ???HumanEnablement Department

41. 10. There Is an “HR Strategy”/ “HR Vision”

42. Our MissionTo develop and manage talent;to apply that talent,throughout the world, for the benefit of clients;to do so in partnership; to do so with profit.WPP

43. “Omnicom very simply is about talent. It’s about the acquisition of talent, providing the atmosphere so talent is attracted to it.” —John Wren

44. What’s your company’s … EVP?Employee Value Proposition, per Ed Michaels et al., The War for Talent; IBP/Internal Brand Promiseper TP

45. EVP = Challenge, professional growth, respect, satisfaction, opportunity, rewardSource: Ed Michaels et al., The War for Talent

46. 11. Acquire for Talent!

47. Omnicom's acquisitions:“not for size per se”; “buying talent;” “deepen a relationship with a client.”Source: Advertising Age

48. 12. There Is a FORMAL Recruitment Strategy.

49. Cirque du Soleil!

50. Cirque du Soleil: Talent (12 full-time scouts,database of 20,000).R&D (40% of profits; 2X avg corp). Controls (shows are profit centers; partners like Disney offset costs; $100M on $500M). Scarcity builds buzz/brand (1 new show per year. “People tell me we’re leaving money on the table by not duplicating our shows. They’re right.”—Daniel Lamarre, president).Source: “The Phantasmagoria Factory”/Business 2.0/1-2.2004