doug williamson chief executive officer [email protected]

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Doug Williamson Chief Executive Officer [email protected] www.thebeacongroup.ca www.dougwilliamson.ca @bluntleader

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Doug Williamson Chief Executive Officer [email protected] www.thebeacongroup.ca www.dougwilliamson.ca @bluntleader. Set the Scene. Shock Waves. Seismic Shifts. New Thinking Time. First – Terms of Leadership. Holding our Nose. Second – Terms of Followership. Forgotten Masses. - PowerPoint PPT Presentation

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Page 1: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Doug WilliamsonChief Executive Officer

[email protected]

www.thebeacongroup.ca www.dougwilliamson.ca

@bluntleader

Page 2: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Set the Scene

Page 3: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Shock Waves

Page 4: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Seismic Shifts

Page 5: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

New Thinking Time

Page 6: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

First – Terms of Leadership

Page 7: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Holding our Nose

Page 8: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Second – Terms of Followership

Page 9: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Forgotten Masses

Page 10: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Today - Shift in Emphasis

Page 11: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

What Attracts Followers ?

Competence

CapabilityCredibility

Page 12: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Credibility & Followership

Page 13: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Credibility & Followership

The Leader(s)

TheFollower(s)

Grant Legitimacy

Provide Commitment

Provide Clear Direction

Demonstrate Sound Character

Page 14: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Credibility & Followership

Make Decisions

Drive Change

Grant Legitimacy

Provide Commitment

The Leader(s)

TheFollower(s)

Page 15: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Three Messages

Page 16: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Message # 1

Page 17: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

The Superhero is Dead

Page 18: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Networks & Relationships Matter

Page 19: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Message # 2

Page 20: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Middle Managers Matter

Page 21: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

The “Core Group” Matters Most

Page 22: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Message # 3

Page 23: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Followers Matter

Page 24: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Credibility Bank Matters

Page 25: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

The Good News ?

Page 26: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Evolution in Thinking

Page 27: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Evolution in Thinking

1945 - 1975

1975 - 1990

1990 - Today

Page 28: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

From Workers as … Costs

Page 29: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

To Workers as … Assets

Page 30: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

To Workers as … Investors

Page 31: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Bad News ?

Engaging the Generations

Driving Change

Custodian of the Culture

Talent Management

Building Leadership

Performance Management

Leveraging People

Resource & Allocation

Page 32: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Performance Management

Resource & Allocation

Has HR Evolved ?

Page 33: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Talent Management

Performance Management

Leveraging People Investment

Resource & Allocation

Has HR Evolved ?

Page 34: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Optimizing Business

Talent Management

Building Leadership

Performance Management

Leveraging People Investment

Resource & Allocation

Has HR Evolved ?

Page 35: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Leading Transformation

Optimizing Business

Custodian of the Culture

Talent Management

Building Leadership

Performance Management

Leveraging People Investment

Resource & Allocation

Has HR Evolved ?

Page 36: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Have you Shifted ?

Management of culture, transformation, the

change process

Management of the infrastructure

Strategic / Future Focus

Day to Day / Operational Focus

PeopleProcess

Page 37: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

From Here to Here ?

Strategic Partner

Change Agent

Administrative Expert

Employee Champion

Strategic / Future Focus

Day to Day / Operational Focus

PeopleProcess

Page 38: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Time to Rethink !

Page 39: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Rethink # 1

Page 40: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Transformational Leadership

Page 41: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Creative Destruction

Page 42: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Learn from Failure

Page 43: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Rethink # 2

Page 44: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Sense Making & Sense Shaping

Page 45: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Clarity of Intent

Page 46: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Understanding & Perspective

Page 47: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Rethink # 3

Page 48: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Shift in Mental Models

Page 49: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Exploit or Explore

Page 50: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Right is a Prison

Page 51: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Rethink # 4

Page 52: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Understanding Followership

Page 53: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Understanding Followership

Barbara Kellerman divides followers into five categories, based on their level of

discretionary investment.

Followership How Followers are Creating Change & Changing Leaders

It is used here with her permission

Page 54: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Understanding Followership

Level of Discretionary Investment

Bias for

Action

Low High

High

Page 55: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Bad Followers

Bias for

Action

Low High

High

Isolates

Participants

Bystanders

Level of Discretionary Investment

Page 56: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Good Followers

Low High

High Diehards

Isolates

Activists

Participants

Bystanders

Bias for

Action

Level of Discretionary Investment

Page 57: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

The Isolates

Page 58: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

The Isolates

• Isolates are completely detached.

• They don't care about their leaders, or respond to them in any way.

• By default – by knowing nothing and doing nothing – the isolates strengthen those leaders who

already have a strong following.

Page 59: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

The Bystanders

Page 60: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

The Bystanders

• Bystanders observe - but do not participate.

• They make a deliberate decision to stand aside, disengaging from their leader and the group.

• This withdrawal is, in effect, a declaration of neutrality that amounts to tacit support

for the status quo.

Page 61: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

The Participants

Page 62: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

The Participants

• Participants are, in some minor way, engaged.

• They either favour or oppose their leader and the organizations of which they are a part.

• In either case, they care just enough to invest some of what they have (time, for example)

to have an impact.

Page 63: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

The Activists

Page 64: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

The Activists

• Activists feel strongly about their leaders, and they act accordingly.

• They are eager, energetic and engaged.

• Because they are heavily invested, they work hard on behalf of their leader.

Page 65: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

The Diehards

Page 66: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

The Diehards

• Diehards are fully prepared to die for their cause, whether that is an individual, an idea or both.

• Diehards are deeply devoted to their leaders.

• Diehards are defined by their dedication.

• They are willing to risk life and limb.

Page 67: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

The Key to Followership ?

Learning Orientation

Performance AlignmentPsychological Alignment

Embracing Innovation & ChangeExternal Customer Focus

High Commitment

High Performance

High Capability

Page 68: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

The Key to Followership ?

Learning / Teaching Orientation

High PerformancePsychological Alignment

Embracing Innovation & ChangeExternal Focus

High levels of discretionary investment

Page 69: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Overarching External Reality

Page 70: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Shift from …

Geezers - Analog

• Linear approach• Liked Maps

• Valued experience• Conventional warfare• Believed in specialists

Geeks - Digital

• Nonlinear thinkers• Comfort with compass• Beginner’s mind• Cyber-terrorist• Deep generalists

Page 71: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Shift from …

Geezers - Analog

• Linear approach• Like detailed maps

• Value deep experience• Prefer conventional warfare

• Believe in the tenured specialist

Geeks - Digital

• Nonlinear thinkers• Comfort with compass• Beginner’s mind• Cyber-terrorists

• Passionate generalists

Page 72: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Changing Realities Means …

Talent Shortage

Generational Change

Globalization

Governance Challenges

Organizational Structures

Employment “Experience”

Loyalty & Commitment

Free Agent Nation

Performance

Diversity

Page 73: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

You are Managing

• Talent Shortage

• Generational Change

• Governance

• Organizational Structure

• Portfolio “Mix”

• Employment “Experience”

• Loyalty & Commitment

• Free Agent Pool

• Potential 70 - Performance 30

• Diversity

Page 74: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

The Me Generation

Page 75: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Street Smart

Mature beyond years

Resilient

Fast learners

Practical

Enterprising

Manipulative

Page 76: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Lifestyle Centred

In search of meaningful experiences

Motivated by deeper things than just money

Willing to treat work as a means to an end

Materialistic

Success driven

Image conscious

Page 77: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Independently Dependent

Independent in thought

Confident enough to express themselves

Willing

Able

Page 78: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Informal

Disregard for tradition

Casual - Speech, Writing, Etiquette, Dress

Unwilling to follow rules for the sake of it

Page 79: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Tech Savvy

Early adopters

Fast learners

Resourceful

Page 80: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Stimulus Junkies

Get bored easily

Intense

Multi-takers

Page 81: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

What Generation Y Wants

Job

Workplace

Boss

Page 82: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

From a “Job” …

• Purpose & meaning

• Responsibility

• Opportunity to grow & fast track

• New challenges & experiences

• Increased employability

• Individuality & creativity

Page 83: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

From a “Workplace” …

• Flexibility

• Fun

• To belong & be engaged

• Modern & edgy

• Passion & optimism

Page 84: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

From a “Boss” …

• Empowerment

• Mentored - not directed

• Fairness

• Recognition

• Personal connection

• Involved & valued

Page 85: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Transformational Competencies

Page 86: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Leadership is Jazz

Page 87: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Managing the Shift

Page 88: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Managing the Shift

The Ending

The Transition

The New Beginning

Page 89: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Manage the Ending

Page 90: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Manage the Ending

Inadequately Emphasized

Overly Focused

Disenchantment

Disengagement

Disidentification

Disorientation

Page 91: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

The Final Word !

Page 92: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

The Final Word !

• Treat people as investors

• Create the “winning” conditions

• Get the best “ROP” (Return on Potential)

• Manage the talent “pipeline” – front to back

• Identify the right Attitudes, Values & Competencies

• Maximize the “metabolism” of the entire organization

Page 93: Doug Williamson Chief Executive Officer doug@thebeacongroup.ca

Doug WilliamsonChief Executive Officer

[email protected]

www.thebeacongroup.ca www.dougwilliamson.ca

@bluntleader