asae turning ideas into action game changer by john spence
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TRANSCRIPT
Ideas to Action
Kuala LumpurOct 6th 2011
Anyone who tells you they enjoy change… should seek
immediate professional help.
For those who are prepared…For those who are prepared…
…chaos brings opportunity
• The willingness… even enthusiasm… to change EVERYTHING combined with the wisdom to understand what must NEVER be changed.
The Key To Success in the New Normal…
•Nimbleocity•Nim-bo-licous
(T + C + ECF) x DE = Success
Connoisseur of Talent• The time to look for TOP talent is NOW!• Know Exactly what you are looking for.• Do NOT settle for anyone who does not meet
your basic criteria.• Check everything, test everyone.• Get trained on interviewing.• Use team interviews.• Check for commitment.• Create a cult of Excellence!!!
1,300,000 interviews: Basic 4 + 1
Goal Setting
TrustAccountability
Communications
RECOGNITION
Page 8
Brand New from HBR
• Individual differences are nurtured.
• Information is not suppressed or spun.
• The company adds value to employees rather than
merely extracting it from them.
• The organization stands for something meaningful.
• The work itself is intrinsically rewarding.
• There are no stupid rules.
Extreme
Customer
Focus
Extreme Customer Focus
VOC
Moments Of Truth
Page 8
10 – 15 %
Vision+
Values
Strategy
Commitment
Alignment
Systems Communication
Support
Adjust /Innovate
Reward /Punish
Where are we going + how will we behave on the way?
FocusDifferentiation“No”
Stakeholders + guiding collation
Vision + ValuesStrategyPlansGoals / ObjectivesTactics / Actions
Procedures / ProtocolsRepeatable ProcessClear / consistent / relentless
Training +time / money /
supplies / people
Measure / TrackCommunicate
Transparency Renewal
Praise + Celebration and
Eliminate Mediocrity
9 Steps forEnsuring
Effective Execution
Obstacles to Execution
1. There is a real void of clear, direct and understandable communication. This results in people doing what they want to do, not what they need to do and breeds a climate of not caring about the customers/clients or their colleagues.
2. Dysfunctional behavior is accepted or ignored and worse yet, colleagues, management reward it.
3. There is no definition of what is acceptable and what is unacceptable.
4. Management do not promote and confirm that accountability is a key principle within their company.
5. Good people may leave because of frustration that their employees are ignoring the issue and is not proactive in seeking and implementing a solution to change the environment.
Accountability • 100% Clarity + Authority
• 100% Agreement
• Track & Post
• Coach, Mentor, Train, Support
• Reward / Punishment
Clear Direction
No
Yes
Explain the Task
Agreement
Gain Agreement
Skills
Yes
No
Training
Resources
Yes
No
Get them theResources
Authority
Yes
No
Empower Them
Motivated
Yes
No
Coach Them
PerformanceImprovement
Yes
No
Clarity
Drone Scapegoat
OwnershipMentality
LooseCannon
HIGH
LOW
LOW HIGH
Auth
ority
Accountability
Empowerment
The Four Pieces of Paper…
Agreement
Keep a Compelling Scoreboard• It has to be simple• It has to be visible to the team• The has to show all key metrics• it has to tell you immediately if
you are winning or losing!!
Tracking
Create a culture of catching people doing things RIGHT!
• Embrace and Revel in Change.• Talent is KEY to Success• Build a Winning Culture• ECF = VOC + MOT• Demand Disciplined Execution• 5 Steps to Accountability• Celebrate Success Lavishly• Deal Decisively with Mediocrity
Summary
THANK YOUIf you have any questions at all please do not hesitate to send a note or call.
My email address is: [email protected]
PLEASE connect with me on LinkedIn
Also, you might find value in the ideas I share in my blog. You can sign up for it at:www.blog.johnspence.com
Lastly, these slides have already been uploaded to:
www.slideshare.net/johnspence