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2013 NCPMI Annual Conference2013 NCPMI Annual Conference
Samantha Bureau-JohnsonVP Business Process Excellence and Project Management Office
Blue Cross Blue Shield of North Carolina
• Discuss transforming talent in a practical way
• Share steps to transform talent in your organization aligned to delivering value
• Don’t judge a book by the cover
• Look past the obvious
• Give people a chance to shine
• Is it about qualifications or the experience?
Lessons from Susan Boyle
Britain's Got Talent is a registered trademark of FremantleMedia Ltd & Simco Ltd.
Organizational Strategy
Business Model
Succession Planning
Performance Planning
Compensation Models
Staffing Models
Competency Identification
SkillIdentification
MarketplaceTalent
Assessment
Identification of Talent
Workforce Plan
Learning Plan
Talent Development
PlanBusiness
Environment Assessment
Begin by considering your organization’s strategy
Translate to your division, department, or function
You have an obligation to look back and lift up employees who want to learn, grow, and be challenged
• Definition of Work
• Performance Definition
• Competencies & Skills
• Success Criteria
• Learning & Development
• Human Capital Evaluation Process
• Quarterly ongoing refresh
• Specific coaching plan for enhanced performance
• Clarify how incentives reinforce culture, motivation and drive business outcomes
• Design flexibility to allow tailoring to individuals without loosing integrity of overall company philosophy
• Be exceedingly clear on why the incentive or reward is given and tie it to business outcomes
• Supply & Demand• Capacity Planning• Value of Team• Work Sequencing• Work Types/Affinities• Aligned to Business Model
• VUCA• Ongoing and frequent
economic and organizational change
• Interdependent work• Knowledge work• This radically changes the
talent profile of the pastSource: CEB and zonalandeducation.com
Key Technical Skills are Table Stakes
• Business Case Development• Scope Management• Project Planning• Resource Management• Schedule Management• Budget Management• Technical Expertise• Systemic Thinking
Source: CEB
Key Competencies are Differentiators
• Leadership• Stakeholder Management• Political Acumen / Organizational
Awareness / Influence• Problem Solving• Decision Making• Communication• Teamwork• Learning Agility• Being Proactive• Self Awareness / Emotional Intelligence
Source: CEB
Adapting to Change
• Leadership
• Organizational Awareness / Political Acumen
• Self Awareness
• Proactive
• Learning AgilitySource: CEB
Applying Judgment
• Prioritization
• Problem Solving
• Decision Making
Working Collaboratively
• Teamwork
• Influence
• Technical Expertise
Assessing existing talent is an ongoing process
Source: viapeople.com
One standard tool is a 9 Block
• Acquisition
• Development
• Retention
10/20/70 Guideline to Development
Formal Learning
10%10% 20%20% 70%70%
Learning from Others
Learning from Experience
Com
pete
ncy
Leve
l
Developing
Role Model
Total Time Spent for Development
Source: Development Dimensions International (DDI)
Stretch assignments
Reinforcements
Coaching
Increased Responsibilities
Quarterly 9 Block assessments
Full Assessment of Performance and Potential