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Leveraging an Inclusive Team To Drive Results
“We don't accomplish anything in this world alone... and whatever happens is the result of the whole tapestry
of one's life and all the weavings of individual threads from one to another that creates something.”
Sandra Day O’Connor
“All of us do not have equal talent, but all of us should have an equal opportunity to develop our talents.”
John F. Kennedy
Creating an Inclusive and Diverse Workplace
Why do it?
Who starts it?
What is your role?
Can it really affect business results?
How is it sustained?
How do you measure progress? Or success?
Leveraging an Inclusive Team To Drive Results
Power of any team depends on the dynamics of the team
You need to have a champion, someone with passion and influence, willingness to step out in traffic
You must have a plan, a vision, or a clear expectation, and you must stay the course
Transparency and honesty, a must
Realize change takes time. It can have setbacks and disappointments, but leaders must emerge and take charge
In the long run it is imperative to the overall health and success of your organization
Creating an Inclusive and Diverse Workplace
The Opportunity: Nestlé Purina D&I Project (Design and Implementation)
The environment: Strong competition Success of the past would not sustain the future We wanted to create the future Senior Management engaged and listening (the
opportunity) Several key leaders had an idea to leverage multi-
functional skill sets and change the culture within
Dynamic change opportunity – do you act?
YES… ABSOLUTELY !!!
Creating an Inclusive and Diverse Workplace
Here was the situation: Current State – mono-functional, work teams, silos
(Five departments: OM/Inventory, Cash/Collections, Pricing/Promotions, Adjustments/Deductions, Data Base Management)
Future State – multi-functional, integrated work teams
(Creation of what is known today as the Order and Revenue Management Department – ORM)
Create a competitive advantage for the organization
Create a great place to work – focus on an inclusive and diverse workforce, new ideas, different approach
Change or eliminate the rules of engagement
The Results…
Consolidation of five departments into one – ORM
Best in Class customer service
Formalized mentoring program
No headcount reduction (or minimal)
Internal cost savings of $12mm annually Resource utilization Collections Best in Class Back Office costs Streamlined the order life
cycle Service level improved Promotion simplification
The Results…
Hired for variety of skill sets
Changed recruiting schools Creation of an inclusive and multi-functional workforce
Then (Stagnant) Now (Positive)
Turnover Rate: 5% Turnover Rate: 20%
Retention Rate: 98% Retention Rate: 80%
Promote Rate: 2% Promote Rate: 15%
Creating an Inclusive and Diverse Workplace
Diverse Leadership Team Silo Managers Clear vision Lack of vision or silo approach Established S.O.P/Charter Personal agendas All ideas welcomed, encouraged Grandstanding Ownership of the solution Not my problem New track training approach Buddy system training New recruiting program Fishing at the same fishing holes Best practices established Here is how I do it Creation of compensatory base Clerical pay scale
pay program and special incentives Open leadership (bottom up and Top down management
top down) Clear goal/accountability Vague goals/lack of
accountability Celebrated success along the way Too busy to celebrate or
recognize individuals or team
What Worked What Did Not Work
Creating an Inclusive and Diverse Workplace
Major Benefits:
Creation of the ORM Department – a sustainable organization that is one of the most diverse and inclusive organizations in all of Nestlé Purina PetCare
ORM has become a diverse resource pool for all of Nestlé Purina PetCare
Instrumental in creating a passion in the Customer Development Group (Sales) to also build an inclusive and diverse, high-performing organization
ORM/Sales and Nestlé Purina at large co-developed a Diversity Steering Committee that is now in place
What Made This Project Work?
In summary: Capitalizing on an opportunity that could have been missed Passion, Vision, Commitment, Focus Strong Diverse Leadership Team put into place Champions, Senior Leadership support, including HR Clear understanding of what was at stake Willingness to take risks and create change Work with a solid plan Establish goals and timelines Monitor progress, keep leadership and organization informed People believed they were valued and we were not turning back Know and understand key stakeholders Led by example: D.W.Y.S.Y.W.D. - ALWAYS
To Leveraging a Diverse and Inclusive Team to Drive Results
1. Define your objective clearly
2. Find your Champions or be the Champion – Senior Management sustainable support
3. Build a plan and timeline
4. Start small and build on progress or success
5. Build a network of allies, including HR
6. Establish your platform and talk to everyone about it – invite people in
7. Change your recruiting process – fish at different fishing holes
8. Establish a slating process to fill open roles
9. Leverage your influence and other leaders’ support
10. Build it and people will come, be transparent, be honest!
Top Ten Tips
Leveraging an Inclusive Team To Drive Results
In closing:
Leveraging a diverse and inclusive team to drive results can and will make a difference!!
My Challenge to You:
Be a Role Model
Be the Champion in your company
Step out in traffic
Create a great place to work