naw large company ceo/coo roundtable today’s challenges: investing in people what are your...

NAW Large Company CEO/COO Roundtable

Today’s Challenges: Investing In People

What Are Your Potential

Employees Looking For?

Howard Coleman

MCA Associates

What Are Your Potential Employees Looking For?

Potential Employees = X + Y

X = Personal Attributes

Y = Workplace Values


2-Way Street?

X Y


Four Generations In Workforce

• Traditionalists

• Baby Boomers

• Generation X

• Generation Y – Millennials

Attitudes & Values


Traditionalists• Loyalty & Discipline

• Respect for Authority

• Scarcity & Austerity

• Practical

• Dedicated

• Self Sacrifice

• Lead by Hierarchy


Baby Boomers• Expectations of High Success

• Self-Motivated

• Workaholics

• Optimistic

• Driven

• Team Oriented

• Lead by Consensus


Generation – X• Skeptical

• Personal Initiative

• Self-Reliant, Solo Tasks

• Balance & Flexibility

• Less Hierarchical

• Lead by Competence


Generation – Y• Technology

• Collaborative Teams

• Less Self-Reliant

• Autonomy

• Relationships (Supervisors & Co-Workers)

• Clear Goals & Direction

• High Expectations (Value on Self-Fulfillment)

• Coaching & Mentoring

• Experiential Activities

• Loyalty (?)


Early Conclusions/Themes

• Failures due to different hierarchies of workplace values

• Narrower differences between Gen-X and

Gen-Y


Recognize What Motivates The Individual

Understand Workplace Values


“The companies that stand out are those that provide for their employees and their community just as much as they provide for their customer”.


“Nothing is more rewarding than knowing that what you do for a living positively affects the lives of others within your community or country, or even the world. Nonetheless, tuition reimbursement, health insurance and bonuses are what drew me to this company”


Salary

Benefits

Professional Growth & Advancement

Company Leadership, Reputation, & In-House

Training Programs

Philanthropic Efforts

Courtesy: Robert Half International


“The Edge”

“Fit” To Company Culture & Job


The 4-Steps To Finding “Qualified” People

1. Knowledge (acquired)

2. Skills (learned)

3. Personal Attributes & Attitude (Behavioral Style)

4. Personal Interests, Workplace Values & Attitudes


Personal Attributes & Attititudes

Achievement Factors (results)

Task/Detail Factors (analysis of data)

Selling Factors (selling propensities)

Reliability Factors (consistency)


Achievement Challenge/Competitiveness

Results/Goal Orientation

Self-Direction

Self Confidence

Persuasiveness/Influence


Task/Detail

Information/Fact Gathering/Analysis

Paperwork/Reports


Selling Propensities Closing

Handling Objections

Listening

Presentation/Communication

Prospecting/Rejection

Servicing (after the sale)


“Take-Away”

• Get to the “core” of the individual

• Understand what it is that you will have to offer the potential employee - recruiting, “on-boarding experience” and continued development.


Workplace Values & Attitudes

Passion for certain values that drive

behavioral style

“Hidden Motivators”

“How” They Will Perform


Value (Drive) The Hidden Motivators

Knowledge Concept driven, likes to learn

Money Monetary reward driven

Harmony Lack of conflict, pleasant environment, family atmosphere

Helpfulness People interaction, assisting

Power Likes to control destiny/direction

Order Likes structure, following rules

Workplace Values

Sales Position

Financial Services

Co.

Workplace Values Graph

Sales Position

Financial Services

Co.

Norms & Comparisons


Personal Attributes & Attitudes Achievement Factors (results)

Task/Detail Factors (analysis of data)

Selling Factors (selling propensities)

Reliability Factors (consistency)

Data base: Sales Position – Financial Services Co.

Comparison: Examinee/StandardSales Position: Financial Services Co.


“New Hire, Time To Productivity”


A Practical On-Boarding Process Get relevant

Get simple

Communicate a strong set of values

Get your message on-line

Make your website snazzy & high-tech

Get them to respond with an appropriate action

Trade schools and college campuses

Be courteous


A Practical On-Boarding Process

Show them how they can grow

Career Pathing

Mentoring, coaching & feedback (performance

values)


Performance Values Individual initiative or consensus building?

Speed or careful deliberation?

Preferred method of communication?

How are decisions arrived at?

Communicating actions? To Whom?


A Practical On-Boarding Process

Teaming

Don’t make them “pay their dues” too long

Pay attention to them

Have them “hit the ground, running”

Harness the best information technologies


Summary• A Two-Way Street

• Personal Attributes and Workplace Values are what each side should be looking for.

• Your Offerings and On Boarding Experience

• What will you do to attract potential employees and go about understanding who they are.

• Provide the necessary opportunities for development and integration into the performance values of your company.

NAW Large Company CEO/COO Roundtable


THANK YOU!

naw large company ceo/coo roundtable today’s challenges: investing in people what are your...

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