Julie Duda- Building the Simply Irresistible Organisation

Copyright © 2015 Deloitte Development LLC. All rights reserved. 1 Building the Simply Irresistible Organization


Global talent challenges

1 Culture and Engagement

2 Leadership

3 Simplification of Work

4 Reinventing HR

3,300+ LEADERS IN

106 COUNTRIES


Global leadership A perennial issue on the minds of business and HR leaders is leadership!

Challenges:

•  Grow leaders around the world

•  Develop first-line and mid-level leaders

•  Accelerate leadership among Millennials

OF COMPANIES FEEL THEY HAVE A SOLID PROGRAM TO BUILD LEADERSHIP AMONG

MILLENNIALS

5%


By the year 2025, Millennials

will comprise 75% of our entire global

workforce!

I’m not really looking for a

career as much as I am looking for an

experience!

M I L L E N N I A L S : D R I V I N G T H E N E W E T H O S F O R W O R K

BPW Foundation’s Gen Y Study April 2011


Millennials: Driving the New Ethos for Work Millennials will evaluate your company by its mission,

purpose, value, and sustainability — not only by their own opportunity.

The Millennial Survey 2014 by Deloitte; 7,800 respondents in 28 countries

SAY BUSINESS SHOULD DO

MORE TO IMPROVE LIVING

STANDARDS

71% TRUST

BUSINESS LEADERS TO

MAKE ETHICAL, HONEST

DECISIONS

20% SAY

INNOVATION INFLUENCES EMPLOYER

CHOICE

78% THINK

MANAGEMENT IS THE BIGGEST BARRIER TO INNOVATION

61% SAY THEIR

ORGANIZATION COULD DO MORE

TO CREATE FUTURE

LEADERS

75%


Companies with a soul

Soul

Joey Reiman, author of The Story of Purpose, said it well, People are not motivated by the bottom line. It’s about the human factor—and purpose is the driver. It’s what stirs our souls and inspires us to do great things over a sustained period of time.


Passion and purpose


Passion and purpose (cont’d)

“Soul” is part of being an irresistible organization

RETURN FROM 1996 THROUGH 2006

122% RETURN FROM 1996

THROUGH 2006

1026% 8x HIGHER

S&P 400 FIRMS FIRMS OF ENDEARMENT


Engagement still startlingly low

STATED THAT EMPLOYEE ENGAGEMENT IS AN URGENT

OR CRITICAL PROBLEM

87%

Only 13% of employees

worldwide are highly engaged

Actively disengaged outnumber engaged

employees 2:1

Source: Gallup (142 countries)

$500 BILLION IN LOST

PRODUCTIVITY AND HIRING

COSTS WORLDWIDE


The overwhelmed employee

AVERAGE USER CHECKS CELLPHONE

150 TIMES A DAY

TODAY’S OFFICE WORKER CAN ONLY

FOCUS FOR

6 MINUTES ON A SINGLE TASK

41% OF THEIR TIME

KNOWLEDGE WORKERS SPEND

ON DISCRETIONARY ACTIVITIES

Source: Larry Rosen, Julian Birkenshaw and Jordan Cohen noted in Harvard Business Review

We are bombarded with information…

CHANGE SCENES

THAN 4 YEARS AGO

35% MORE OFTEN


The overwhelmed employee (cont’d) A problem with no solution?

RATED THE NEED TO SIMPLIFY WORK AS AN URGENT OR GROWING

PROBLEM

75% HAVE AN EFFECTIVE PROGRAM TO

SIMPLIFY WORK

12%


STRONGLY BELIEVE THEY

HAVE A REPUTATION FOR SOUND BUSINESS DECISIONS

30% FEEL HIGHLY CONFIDENT THAT THEY

ARE EFFICIENT

28% FEEL CONFIDENT THAT THEY

ARE ADAPTING TO

EMPLOYEE NEEDS WELL

22%

FEEL THAT THEY ARE ADEQUATELY PLANNING HR FOR THE COMPANY’S FUTURE NEEDS

20%

SKILLS OF HR Perhaps the most important findings of all….

Only….

Source: Bersin by Deloitte High Impact HR Research 2014


Skills of hr (cont’d) Perhaps the most important finding of all….

FEEL THEY HAVE ROBUST PROGRAMS TO HELP IN

TRANSFORMING THE HR FUNCTION

11% RATED THE NEED TO RESKILL,

REORGANIZE, AND TRANSFORM HR AS A HIGH PRIORITY

71%


The Simply Irresistible Organization©


The Simply Irresistible Organization® (cont’d)

Meaningful Work

Purposeful Management

Flexibility and Inclusion

Growth Opportunity

Trust in Leadership


TH

E S

IMP

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RR

ES

IST

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RG

AN

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Meaningfu l Work

AUTONOMY AND FREEDOM

TO CONTRIBUTE

SELECT THE RIGHT

FIT

TIME FOR

SLACK

SMALL EMPOWERED

TEAMS


TH

E S

IMP

LY I

RR

ES

IST

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AN

IZA

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N

P u r p o s e f u l M a n a g e m e n t

INSPIRE AND

COACH

INVEST IN DEVELOPING

GOOD MANAGERS

REWARD THOSE WHO

DEVELOP OTHERS

“ ” As GE put it,

managers have to be

more electric and

less general “ ”


TH

E S

IMP

LY I

RR

ES

IST

IBL

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RG

AN

IZA

TIO

N:

Pu

rpo

sefu

l M

anag

emen

t M o d e r n P e r f o r m a n c e M a n a g e m e n t (cont’d)

Modern Performance Management

REGULAR FEEDBACK

STRENGTHS- BASED

ASSESSMENT

READJUSTMENT OF GOALS

COACHING AND

DEVELOPMENT

Only 8% OF COMPANIES STUDIED BELIEVE THE TIME THEY PUT INTO THEIR PERFORMANCE PROCESS IS

DRIVING SIGNIFICANT VALUE!


TH

E S

IMP

LY I

RR

ES

IST

IBL

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RG

AN

IZA

TIO

N

F l e x i b i l i t y a n d I n c l u s i o n

FLEXIBLE, HUMANISTIC

WORK ENVIRONMENT

OPEN OFFICES AND SPACE

TO MOVE

DIVERSE, INCLUSIVE

RECOGNITION AND

THANKS

OF HIGHLY ENGAGED

EMPLOYEES REPORT BEING RECOGNIZED MONTHLY OR

MORE

71% OF

PROFESSIONAL MEN WOULD

LIKE TO WORK FEWER HOURS

40% HIGHER

LEVELS OF INNOVATION

40% MORE AGILE

5X

Source: More Magazine, Entrepreneur Magazine and Bersin by Deloitte


TH

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IMP

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One of the top reasons people leave organizations is that they “can’t grow

here.”

G r o w t h O p p o r t u n i t y

CAREER AND TALENT

MOBILITY

MODERN LEARNING

ENVIRONMENT “PULL VS.

PUSH”

SUPPLY CHAIN OF SKILLS


TH

E S

IMP

LY I

RR

ES

IST

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RG

AN

IZA

TIO

N:

.

Trust in Leadership

EMPLOYEE LOYALTY ENGAGEMENT

PROFIT =$ $ $ $

TRUST AND

PURPOSE KINDNESS

INVESTMENT IN

PEOPLE INSPIRATION

Source: Zeynte Ton, The Good Jobs Strategy.


Implementing the Irresistible Organization Strategy

Assess Engagement

(Use the Five

Elements)

Define your Culture

Collect Feedback

(Frequently & Real Time)

Communicate w/Management & Take Action


How will you make your organization as irresistible as cupcakes?


Questions and Discussion

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