“Of Square Pegs and Round Holes”
“Of Square Pegs and Round Holes”
In today’s environment, employee selection is
more critical than ever. And in a climate of
continuously doing more with less, rigorous talent
management is key to your success. Learn how
to create a confident engaging organization, fit to
survive our new economic reality!
Survive our new economic reality: effect
of engagement
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EPS growth of 28% compared to a 11.2% decline
(TowersPerrin)
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EPS growth 2.6 times higher
(The Gallup)
Stores which increase engagement by 2% see
$100,000 increased sales
(Best Buy)
Stores with top scores generate 10% more sales
(JC Penney)
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Call centers with engaged employees have high
customer satisfaction
(Manpower)
Higher employee engagement saved $1,7 mil
(MolsonCoors)
Guess what is the average % of highly
engaged people in the USA?
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29% of US employees are fully engaged!
54% are “checked out”
17% are actively disengaged
(The Gallup)
What is the level of employee engagement
in your organization?
“My willingness to do whatever it takes to
succeed is what fueled Johnsonville’s growth. In
1980 I hit the wall. I realized that if I kept
doing what I had always done, I was going to
keep getting what I was getting. And I did not
like what I was getting. It felt to me like the
only person who was excited about Johnsonville
was me. And I began to feel like a baby-sitter
for my executives and staff. ”
( Ralph Stayer, Flight of the Buffalo;1993)
If I kick my dog (from the front or the back), he
will move. And when I want him to move again,
what must I do? I must kick him again! Similarly
I can charge a person’s battery, and then
recharge it, and recharge it again. But it is only
when one has a generator of one’s own that we
can talk about motivation.
( Herzberg, 1987)
USA Today, Dec 2008
What is the major focus of CEO’s in the first 100
days on the job?
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INCREASE PRODUCTIVITY:
INCREASE PROFITS:
PERSONNEL DECISIONS:
DEVELOP RAPPORT WITH STAFF:
(non scientific opinion poll)
30%
20%
13%
13%
Round holes?
Round holes?
Make sure you and your employees
know what the hole looks like!
Business Goals
50
45
40
35
30
25
20
15
10
5
0
A
B
C
D
E
Elements of Goal A
50
45
40
35
30
25
20
15
Divisional Goals
10
5
0
A
B
C
D
E
50
45
40
35
30
25
20
15
10
5
0
A
B
C
D
E
Round Holes?
Create Common Goals and Direction
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Agree on mission-vision-values
Verbalize your strategy in clear and
concise way. Use pictorial.
Strategy is not a dream.
Engage in true dialogue.
Clear goal deployment.
Follow your strategy.
Follow-up.
Visualize.
Square Pegs?
“I have seen competent leaders who
stood in front of a platoon and all they
saw was a platoon. Great leaders stand
in front of a platoon and see 44
individuals, each of whom has
aspirations, each of whom wants to
live, each of whom wants to do good”
( Norman Schwartzkopf)
Behavior versus
Needs
The 4 Drives / Needs
LOW
NORM
HIGH
A
DOMINANCE
B
EXTROVERSION
C
PATIENCE
D
FORMALITY
Reading the Profile..



B
The keys to
productivity
Motivators


A
Sources of selfconfidence


Norm
High drives tell us:
C
“Hot buttons”
Predicts likely
inherent behaviors
Low drives describe
appropriate
environment
D
Low
High
DEMO
Round Pegs and Square Holes?
Presented By Kathleen Nickles
We find it natural and right that people join
a sports team based on ability and
performance. Not everyone can join the
Red Wings.
We boo the poor performers and turn the
stars into millionaires.
But we don’t have the same determination
when it comes to the team that decides
the livelihood of our business…
PI® and Talent Management
Copyright 2010 ADVISA & PI Worldwide
Talent Management
Low
ranking
Av.
Hi ranking
ranking
Low
potential
Dismiss
11%
11%
11%
Average
potential
11%
11%
11%
High
potential
11%
11%
11%
Find reason;
other function?
Discipline?
Reward
Keep engaged;
challenge; reward;
find opportunities
Bring the right people on board
A “genius with 1000 helpers” will first decide
what to do, then get highly capable helpers. A
“Level 5 Leader” builds a superior team, then
together with the team, a good plan.
(Jim Collins, Good to Great)
Summary
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Employee engagement is key to
increased profitability
Get everyone on same page with a solid
strategy and strategy implementation
Connect with your people and treat
them as individuals with specific
motivators and needs (Personality
Profiling ; 360’s)
Use talent management and solid hiring
to fill your bus! (look beyond skills)