Passionate about developing people www.csgconsult.com
Passionate about developing people What is Circle of Peers? The most important aspect is to create SPACE for you.. To: Share Formulate Inform Network So here goes…. Passionate about developing people www.csgconsult.com
Passionate about developing people www.csgconsult.com
Passionate about developing people Programme for today Outperformance – our challenge to become not hyper but HPO Sixth Generation Investors in People (IiP) standard What it is about What it is not about Passionate about developing people www.csgconsult.com
Passionate about developing people Programme for today Group discussions How could 6G give People Professionals a blueprint for culture change? What are the challenges? Summary of discussions CPD Reflection Lunch! Passionate about developing people www.csgconsult.com
Passionate about developing people Outperformance Since the 1960’s concepts such as: The quest for excellence – writers such as Tom Peters and Jim Collins Total quality management EFQM Issues with these approaches: Process driven Policies before People Passionate about developing people www.csgconsult.com
High Performing Organisatons HPO’s to their friends! Five factors of high performance* Management quality Openness and Action Orientation Long Term Orientation Continuous improvement and Renewed Employee quality * André de Waal Passionate about developing people www.csgconsult.com
Passionate about developing people De Wall’s conclusions Strategy, technology and management structure is not as important as many people think The key factors for outperformance is in the culture of the organisation The extent to which people shared the common purpose of the organisation The way they collaborate and their commitment to continuous improvement. Passionate about developing people www.csgconsult.com
Efficiency percentage Outperformers “I don’t set performance objectives for my team” 0-20% 20-40% 40-60% 60-80% Outperformers 80%+ Efficiency percentage
Outperformers “I set ambitious performance objectives for some of my team” 0-20% 20-40% 40-60% 60-80% Outperformers 80%+ Efficiency percentage Efficiency percentage
Outperformers “I set ambitious performance objectives for everyone in my team/organisation” 0-20% 20-40% 40-60% 60-80% Outperformers 80%+ Efficiency percentage Efficiency percentage
Reward and recognition Most stretching indicator within the sixth generation Standard Greatest potential uplift in performance for organisations with less than 50 employees 2nd /3rd most important factor for medium and larger organisations respectively
Reward and recognition “I feel appreciated for the work I do” “My organisation is flexible in its approach to recognition and reward” “My team are consistently recognised when we exceed expectations”
Outperformers
What did the data tell us? Set ambitious goals. For everyone Practices and processes don’t mean outcomes. Start with outcomes Two small words can have a BIG impact on your bottom line Passionate about developing people www.csgconsult.com
Passionate about developing people www.csgconsult.com
Factors correlated with improved efficiency: ✓ Strong leadership ✓ Values guiding behaviour ✓ Recognition and reward ✓ Work is structured to enable collaboration ✓ A culture of continuous improvement ✓ Adoption of sustainable practices
Impact of investing in people Estimate an 8% efficiency premium for firms focusing on 3 or more factors A £84bn gap in UK economy as a result of poor management (1) Economy could see a potential efficiency gain of £77bn (1) (1) Based on ONS GVA calculation
Factors correlated with improved efficiency: ✓ Strong leadership ✓ Values guiding behaviour ✓ Recognition and reward ✓ Work is structured to enable collaboration ✓ A culture of continuous improvement ✓ Adoption of sustainable practices
Potential gain for UK inc £84bn
Intangible to tangible There is a distinct shift from: Seeing people costs as liabilities To Valuing talent http://www.cipd.co.uk/hr-resources/valuing-your-talent.aspx People Professionals need to actively working on this
The progression to valuing intangibles Process & automation Un-predictable bit
The standard for people management
Passionate about developing people www.csgconsult.com
A simple road map for excellence Leading Supporting Improving Organisation ambition Passionate about developing people www.csgconsult.com
Passionate about developing people Award levels IiP Accredited – all 9 indicators at Developed level IiP Silver – as above and 7 of the 9 indicators at Established level We expect Silver accreditation to be awarded to the top 5 percentile of organisations assessed Passionate about developing people www.csgconsult.com
Passionate about developing people Award levels IiP Gold – all 9 indicators at Developed and Established level and 7 of the 9 indicators at Advanced level We expect Gold accreditation to be awarded to the top 2 percentile of organisations assessed Passionate about developing people www.csgconsult.com
Passionate about developing people Award levels IiP Platinum - all 9 indicators at Developed and Established level and 7 of 9 indicators at High Performing level We expect Platinum accreditation to be awarded to the top 0.5 percentile of organisations assessed Passionate about developing people www.csgconsult.com
We must empower our people to innovate, to think about the “what if…”, to give them clear visibility and direction, whilst understanding the role they play for today as well as how they can drive success in years to come.” Warren Richmond
Passionate about developing people So now over to you.. A blueprint for culture change? 20 minutes to brainstorm What are the challenges? 45 minutes to discuss and debate Summary of discussions Group spokespersons to report back Passionate about developing people www.csgconsult.com