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Mastering Excellence: An Introduction to Talent & Leadership

This presentation explores the significance of talent and leadership in achieving excellence. Learn how to harness talent, develop leaders, and create a culture of innovation and success.

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Mastering Excellence: An Introduction to Talent & Leadership

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  1. NOTE:To appreciate this presentation [and insure that it is not a mess ], you need Microsoft fonts:“Showcard Gothic,”“Ravie,”“Chiller”and“Verdana”

  2. Part sevenExtended Talent & Leadership0618.07

  3. NOTE: To appreciate this presentation, you need Microsoft fonts:“Showcard Gothic,”“Ravie,”“Chiller” and “Verdana”MasterExcellence. Always.part one (of 7)“all you need to know”(dwelling on the obvious)not your father’s worldintroduction to excellence.18 june 2007

  4. NOTE: To appreciate this presentation, you need Microsoft fonts:“Showcard Gothic,”“Ravie,”“Chiller” and “Verdana”Master*Excellencepart two (of 7)innovate.Or.Die.18 june 2007

  5. NOTE: To appreciate this presentation, you need Microsoft fonts:“Showcard Gothic,”“Ravie,”“Chiller” and “Verdana”Master/Excellence. Always./part THREE (of 7)up, up, up,up …the value added ladder(solutions-experiences-dreams-lovemarks)18 June 2007

  6. NOTE: To appreciate this presentation, you need Microsoft fonts:“Showcard Gothic,”“Ravie,”“Chiller” and “Verdana”Master/Excellence. Always./part FOUR (of 7)“new” Markets(Stupendous Opportunity)18 June 2007

  7. NOTE: To appreciate this presentation, you need Microsoft fonts:“Showcard Gothic,”“Ravie,”“Chiller” and “Verdana”MasterExcellence. Always.part FIVE (of 7)people!(Brand you. Talent. Health. Education. Leadership.)18 june 2007

  8. NOTE: To appreciate this presentation, you need Microsoft fonts:“Showcard Gothic,”“Ravie,”“Chiller” and “Verdana”Master*Excellencepart SIX (of 7)excellence.summaries.Lists.18 june 2007

  9. Slides at …tompeters.com

  10. Part seven

  11. NOTE:The “Talent50” and the “Leadership50” are staples of some of my presentations; I have added them to this set FYI.

  12. Talent

  13. Tom Peters’ X25*EXCELLENCE. ALWAYS.Talent.Mauritius/24 May 2007*In Search of Excellence 1982-2007

  14. People Power: The Talent50

  15. 1. People First!

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

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

  18. < CAPEX> People!

  19. 2. “Soft” Is “Hard.”

  20. Excellence1982: The Bedrock “Eight Basics” 1. A Bias for Action 2. Close to the Customer 3. Autonomy and Entrepreneurship 4. Productivity Through People 5. Hands On, Value-Driven 6. Stick to the Knitting 7. Simple Form, Lean Staff 8. Simultaneous Loose-Tight Properties”

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

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

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

  24. “The Creative Age is awideopen game.”—Richard Florida, The Rise of the Creative Class

  25. “THE FUTURE BELONGS TO … SMALL POPULATIONS … WHO BUILD EMPIRES OF THE MIND … AND WHO IGNORE THE TEMPTATION OF—OR DO NOT HAVE THE OPTION OF—EXPLOITING NATURAL RESOURCES.”Source: Juan Enriquez/Asthe Future Catches You

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

  27. Wegmans:#1/100“Best Companies to Work for”/2005

  28. 5. Talent “Excellence” Stretches Far Beyond Our Borders.

  29. We become who we hang out with 1

  30. Measure “Strangeness”/Portfolio QualityStaffConsultantsVendorsOut-sourcing Partners (#, Quality)Innovation Alliance PartnersCustomersCompetitors (who we “benchmark” against)Strategic Initiatives Product Portfolio (LineEx v. Leap)IS/IT ProjectsHQ LocationLunch MatesLanguageBoard

  31. 6. P.O.T./ Pursuit Of Talent = OBSESSION.

  32. “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

  33. 7. Talent Masters Understand Talent’s Intangibles.

  34. A Few Lessons from the ArtsEach hired and developed and evaluated in unique ways(23 contributors = 23 unique contributions = 23 pathways = 23 personalities = 23 sets of motivators)Attitude/Enthusiasm/Energy paramountRe-lent-less!“Practice is cool”(G Leonard/Mastery)Team and individual Aspire to EXCELLENCE = ObviousEx-e-cu-tionTalent = Brand = Duh“The Project” rulesEmotional languageBit players. No.B.I.W.(everything)Delta events = Delta rosters(incl leader/s)

  35. 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?”)

  36. 8.HR Is “Cool.”

  37. Chicago:HRMAC

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

  39. Are you …“Rock Stars of the Age of Talent”?

  40. 9. HR Sits at The Head Table.

  41. “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)

  42. A review of Jack and Suzy Welch’s Winning claims there are but two key differentiators that set GE “culture” apart from the herd: First:Separating financial forecasting and performance measurement.Performance measurement based, as it usually is, on budgeting leads to an epidemic of gaming the system. GE’s performance measurement is divorced from budgeting—and instead reflects how you do relative to your past performance and relative to competitors’ performance; i.e., it’s about how you actually do in the context of what happened in the real world, not as compared to a gamed-abstract plan developed last year. Second:Putting HR on a par with finance and marketing.

  43. 10. Re-name “HR.”

  44. Talent Department

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

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

  47. 11. There Is an “HR Strategy”/ “HR Vision”

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

  49. EVP/IBP = Remarkable challenge, rapid professional growth, respect, satisfaction, fun, stunning opportunity, exceptional reward, amazing peer group, full membership in Club Adventure, maximized future employabilitySource: Ed Michaels, The War for Talent; TP

  50. 12. Acquire for Talent!

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