Agenda

Why Talent masters Specifics of a talent master Two examples of Talent masters What is Talent master Principles of a Talent master Examples

Why Talent matters

What is the leading indicator of whether a business if headed up or down Which is a big differentiator between companies that succeed and that dont Which competency last long?

Searching for the specifics

Criteria HR commonly use to evaluate leadership competenciesStrategic Innovative

Master Communicator
Very Bright Analytic

1.He understands appeal to customers 2.His Decision Making skills

Calibrating Steve Jobs

Steve Jobs natural Talent is to imagine not only what consumers want now but also what they will want in the future-Visionary

He views product as an experience, not just an object

He connects the best ideas from widely diverse disciplines to create consumer experience-Connecting the Dots He figures out precisely what problems need to be solved, however impossible they may seem, and searches for the best people to solve them He is the master of communication

They study the Behavior, actions, and decisions of individuals and link these to actual business performance

They work to become intimate with their talent- to know the essence of each individual.

They build a similar depth of knowledge about people. A database in their minds. They make detailed, specific and accurate observations about them and compare them with other people they have observed

Putting SUE in the RIGHT JOB

Putting SUE in the RIGHT JOB

Within two years, she outperformed all other territory managers and set new records for revenues and market share

She installed a software-based program that raised the productivity of people-know the potential best customers

Top Management was very much influenced by her

Putting SUE in the RIGHT JOB

She delivers result and brings in new ideas

She upgrades her people and make good choices in selecting new ones
She adjusts quickly to changes in the environment and act decisively with impressive speed She understands the Business, which shows that she has business acumen She is able to build relationships at high levels externally and at all levels internally

Important lessons from above two examples Talent Masters assess and express what each person is in reality, not against some pre-determined checklist Combination of traits stood out always

Talent Masters spot, find and develop people like sue through predictable, consistent, repetitive process
Focus not only on capacity, but on Capability also Take bets on high potential leaders Getting to the core of a persons values, behaviors, beliefs, and talent may seem like a lot of work, but only masters understand that the return on time is huge

Principles of the Talent Masters An enlightened leadership team, starting with the CEO Creating a culture of Talent mastery Personally involved in executing it He is a role model Meritocracy through Differentiation Dont believe in Sameness, it breeds mediocrity Working Values Values people live by, because they are expected of both leaders and employees

A culture of trust and candor Work continuously to ensure trust by insisting in candor in all of the companys dialogues, whether one-on-one, in group settings or in appraisals
Rigorous Talent assessment: Integrate the people reviews with each of the others, gathering and updating the information as the person progresses Continuous learning and Improvement Give leaders training on specific topics, and they adjust their talent development plans according to external changes they see as likely in the years to come

Apple - Talent Matters Hunger matters Excellence matters Independent action matters Boldness matters

P & G Talent is build-from-withincompany

P & G- Talent Masters

Prospective employees must complete two pre-hire assessments, a bio-data survey instrument and a cognitive assessment based on figural reasoning content an hour total investment upfront before being considered for a position

We invest heavily in pre-hire assessment to increase our odds. We are making a strategic choice to invest in assessment technology up front vs. bearing the risk of failure and cost to the business after the fact when a new hire doesnt succeed.Scott Read