2014 alfa conference talent identification
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Building a Championship Team Jen Shirkani
#ALFA2014 @SHIRKANI
IT’S TOUGH THESE DAYS
#ALFA2014 @SHIRKANI
Change initiatives “Raise acceptance and do it quicker.”
Development “Embed behavior change and raise ROI.”
Innovation “More of it and faster!”
Strategy “Good decisions, quicker, with more impact.”
Operations “Do more, with less, more flexibly.”
Sales & Marketing “Better returns and a higher market share.”
Partnerships “Faster, problem-free integration.”
#ALFA2014 @SHIRKANI
PERFORMANCE MATTERS
• Only 31% of employees clearly understand their goals.
• 87% of employees say that working with a low performer has made them want to change jobs.
• 93% of employees say that working with a low performer has decreased their productivity.
• Only 14% of senior executives say their company effectively manages low performers.
• Only 17% of middle managers say they feel comfortable improving or removing low performers.
(study by Leadership IQ)
#ALFA2014 @SHIRKANI
WHAT ABOUT HIGH PERFORMERS?
47% of top performers are actively looking for other jobs (submitting resumes and
going on interviews).
Only 18% of low performers are actively looking for other jobs.
#ALFA2014 @SHIRKANI
IMPACT ON HIGH PERFORMERS
How we drive our best away: • “Rewarded” by leaving them alone • Given the toughest projects • Unrealistic expectations • Longest hours with highest stress • A lack of coaching and targeted
development • Stuck in role
#ALFA2014 @SHIRKANI
CHAMPIONSHIP TEAMS HAVE ENGAGED MEMBERS
Engagement is employees’ willingness and ability to contribute to the company’s success;
people’s desire to give discretionary effort in their jobs.
#ALFA2014 @SHIRKANI
“In 42% of companies, low performers
actually report being more engaged – more motivated and more likely to enjoy working at their organization, for example – than middle and high
performers do.” Leadership IQ
GALLUP STUDY, OCTOBER 2013
#ALFA2014 @SHIRKANI
Percent of engaged workers? 30%
“Engaged employees work with passion and feel a profound connection to their company. They drive innovation and move the
organization forward.”
52% not engaged (RIP)
“Non-engaged employees have essentially ‘checked out.’ They sleepwalk through workdays. They put in time but don’t approach their
work with energy or passion.”
18% actively disengaged
“Actively disengaged employees aren’t just unhappy at work; they’re busy acting out their unhappiness. Every day, these workers
undermine what engaged co-workers accomplish.”
WHY IS ENGAGEMENT CHALLENGING?
#ALFA2014 @SHIRKANI
• Requires continuous informal/formal workforce research
• Generational variances • Requires engaged leadership • Paradigm shift – no longer just pay for performance • Discomfort with “soft” or abstract concept • Unique engagement drivers within each person –
not one size fits all
EMOTIONAL INTELLIGENCE (EQ)
#ALFA2014 @SHIRKANI
KEY EQ SKILLS TO BE AN ENGAGING LEADER
• Self-Awareness • Empathy • Self-Control • Flexibility • Optimism
#ALFA2014
@SHIRKANI
SELF AWARENESS
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EMPATHY
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SELF CONTROL
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PAIR AND SHARE
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Describe the impact on employee engagement when the leader lacks EQ…
FLEXIBILITY
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OPTIMISM
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HOW TO DEVELOP EQ
#ALFA2014 @SHIRKANI
• Measurement • Formal or Informal Training Programs
Coaching • Self-Paced Learning
Self-Analysis and Correction Reading and Exercises
• Increase Face-to-Face Communication • Experience
Connect with Me:
Thank You!
www.linkedin.com/jenshirkani
@shirkani
www.penumbra.com
www.EgovsEQ.com