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Con-way Talent...the heart of high performance.

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by

Kari Lawry

on 12 February 2016

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Transcript of Con-way Talent...the heart of high performance.

62
ECG
bpm
Thank You!
Start With The End In Mind...
As a leadership team, you are traveling together somewhere in the Ural Mountains in Russia looking for our next Con-way Acquisition! You are ground zero when a meteroite hits and its impossible to reach any of you...we hope for the best but fear the worst.
WHAT HAPPENS NOW?
Brainstorm issues...
Potential Countermeasures...
Identify potential countermeasure "opportunities" to address issues
How will we DEFINE SUCCESS today?
Identify
2 - 3 things
we commit to doing
differently
around talent
Establish clear definitions for:
High Performance
, and
High Potential
Define an aligned
Talent Philosophy
E "D" TR work - emphasis on
development
with new lean tools
Other?
HIGH COMMITMENT,
HIGH PERFORMANCE
High commitment /high performance companies are able to deliver sustained performance because they have developed
three organizational pillars:
"What is stopping us from having the high performance talent pipeline/succession strength we need to achieve our business strategy today and in the future?"
2014 Talking Talent/ETDR
Con-way Talent...the heart of high performance.
Performance Alignment
Psychological Alignment
Capacity for learning and change
"PERFORMANCE ALIGNMENT occurs when the total organization system - structure, systems, people and culture - fits performance philosophy, goals and strategy."
That defines our work today...
1. Who can take your job over today?

2. What specific development would be required of your internal successor?

3. If you don't have an internal successor, are there any external candidates identified?

4. Do you have talent in key succession positions that have strong limitations? Any potential blockers?


QUESTIONS?
Identify 2 - 3 things we are going to do differently around talent starting today...
Defined "At This Level"
Alignment: Performance & Potential
We heard you...
PERFORMANCE ALIGNMENT = DELIBERATE WORK
We must work through definitions that fit Con-way's strategy and then practice, practice, practice...
Geoff Colvin
DELIBERATE
ALIGNMENT = Create
OUR Talent Philosophy
The Talent Strategy Group:
What's your Talent Philosophy?
Consistent, strategic guidelines to inform our talent decisions
Agreement among the ELT about how to differentiate our investment in talent
Reduce "personal preference"
Builds specific capabilities & delivers a consistent employee experience
Makes our job easier
Increases our ROI on talent
YOUR B.U./FUNCTION 9 BOX
LEADER CARDS
WORDLE
AGGREGATE SURVEY DOCUMENT
CRITERIA 9 BOX
DEVELOPMENT SOLUTIONS 9 BOX
DEVELOPMENT SOLUTIONS
How TRANSPARENT
are we with our talent?
...clear, consistent, actionable feedback
aligned with our Talent Philosophy
Rocky
9 BOX CRITERIA
WORDLES
LARGE words mean the description was mentioned several times
Small words mean the description was mentioned once
ELT & HR VP feedback is combined
Neutral to Positive descriptions are blue
Negative descriptions are tan

~
High Commitment, High Performance
by
Mike Beer & Russ Eisenstat
From ETDR
to EDTR
New Lean Tools to Help Simplify & Align
Customized for the work done here today
Tied to competencies
Laser focus on RELATED development based upon Best Practices in High Performance/High Commitment Companies
All speak same language
Easy to track progress
Easy to report out through out the year
Easy to share with leaders
Agree?

Disagree?

Additions/Changes?
Performance Alignment = Define High Potential
"POTENTIAL"
DEFINED BY:

ABILITY
ASPIRATION
ENGAGEMENT
HIGH POTENTIAL
"DEMONSTRATES THE ABILITY AND ASPIRATION TO MOVE TO A MORE SENIOR AND/OR EXPANDED ROLE IN THE NEAR FUTURE."
"AVERAGE/MEDIUM POTENTIAL"
"DEMONSTRATES THE ABILITY AND ASPIRATION TO MOVE LATERALLY IN THE NEAR FUTURE. FOCUS SHOULD BE ON STRENGTHENING PERFORMANCE, CHARACTER AND CAPABILITY."
"AT POTENTIAL"
"WELL PLACED IN CURRENT ROLE. SHOULD REMAIN IN CURRENT OR SIMILAR ROLE FOR THE NEAR FUTURE."
WHICH SENIOR/MORE EXPANDED ROLE(S)?
HOW NEAR IN THE FUTURE?
WHICH LATERAL ROLE(S)?
CAN THEY MOVE INTO EXPANDED ROLE(S)?
HOW NEAR IN THE FUTURE?
ANY FURTHER DEFINITION NEEDED?
DEVELOP OUR TALENT PHILOSOPHY (SURVEY)
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