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Winning the Silicon Valley Talent Wars

Winning the Silicon Valley Talent Wars. CIO Magazine Nikko Hotel, San Francisco, May 21 st. The Problem. Work-Life Balance. Compensation & Benefits. Work Environment. Organizational Environment.

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Winning the Silicon Valley Talent Wars

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  1. Winning the Silicon Valley Talent Wars CIO Magazine Nikko Hotel, San Francisco, May 21st

  2. The Problem

  3. Work-Life Balance Compensation & Benefits Work Environment Organizational Environment Compensation and benefits the single most importantcategoryconfirming conventional wisdom that compensation is a key motivator The Employment Offer 6 5.02 3.82 Average Category Importance 4.3 3.40 Average Category Importance 3.77 3.06 Average Category Importance 3.03 Average Category Importance 3.64 3.72 3.52 3.28 3.26 3.2 2.95 3.16 2.88 3 2.3 2.08 0 Stock Options & %based Bonuses Mgr. Quality Recognition & Coworker Quality Challenge & Caliber of Work Clarity of Role, Responsibility & Mobility Bus. Travel, Hours & Location Vacation & Flextime Telecommuting & Child Care Company Reputation Sr. Team & Development Reputation Co. Size & Fit with Co. & Industry Base Salary & Other Benefits 401K & Internal Equity Tech. Level & Risk Taking Source: Corporate Leadership Council

  4. The single most important attribute in career decisions is manager quality: least likely to be traded away for any other attribute 6 5.02 4.3 3.77 3.64 3.72 3.52 3.28 3.26 3.2 2.95 3.16 2.88 3 2.3 2.08 0 Stock Options & %based Bonuses Mgr. Quality Recognition & Coworker Quality Challenge & Caliber of Work Clarity of Role, Responsibility & Mobility Bus. Travel, Hours & Location Vacation & Flextime Telecommuting & Child Care Company Reputation Sr. Team & Development Reputation Co. Size & Fit with Co. & Industry Base Salary & Other Benefits 401K & Internal Equity Tech. Level & Risk Taking Source: Corporate Leadership Council

  5. Not focused on winning!

  6. What her coach says

  7. Say that again… • Her response to adversity?Work harder! • Approaches skiing like art: works toward perfection (impossible) • Deals with pressure? Focuses on being her best • Competes to ski the best she can (not to beat others: not to win) • Coaches need to make a difference and feel an emotional connection • Human potential is limitless: How far can you go?

  8. Nature or Nurture?

  9. PM is changing Tomorrow – Frequent coaching Today – Infrequent formal steps • 95% of Managers are dissatisfied with their PM systems • Most employees feel reviews are not worth the time • Most employees do not receive feedback on what to improve • Almost 90% of HR Heads report their PM systems do not yield accurate information Adobe – eliminated its PM review Cargill – abandoned ratings/reduced formal steps GAP – launching new monthly PM discussions GE – similar reforms Source – PRDI/CEB

  10. Efor Effort?

  11. Human potential 2.0

  12. What CAN be done to develop the talent we already have?

  13. Some questions • How much of the potential skill and motivation in your organization do you think you have tapped?   • How many of your managers are acting as great coaches? • How many of them realize and act as though it is their JOB? • How many of the positions/roles in your organization have clearly defined skills & competency expectations? • How many of your people have personal development “Growth” plans? • How many of you are reliant on HR groups to provide talent development, skills assessments, and organization building?   • And how many of you find yourselves dealing with HR groups who are treated as a cost center and therefore squeezed to the point that they are unable to lead on pragmatic Future State building?    • How many of your people are doing the hard work it takes to learn and perfect their skills?

  14. Table exercise • Talk about an individual or a group in your organization that have really improved their ‘Talent’ and share your experience of what helped • Prepare to share/report out on one successful effort

  15. In spite of what Mikaela says, everyone wins when we focus our efforts on improving; the Leader as coach wins with a stronger team, the individuals being coached win with learning and career advancement, and of course our organizations as a whole have a much better chance Winning the War for Talent.

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