2013 NCPMI Annual Conference Samantha Bureau-Johnson VP Business Process Excellence and Project Management Office Blue Cross Blue Shield of North Carolina

Discuss transforming talent in a practical way Share steps to transform talent in your organization aligned to delivering value

Don’t judge a book by the cover Look past the obvious Give people a chance to shine Is it about qualifications or the experience? Lessons from Susan Boyle Britain's Got Talent is a registered trademark of FremantleMedia Ltd & Simco Ltd.

Organizational Strategy Business Model Succession Planning Performance Planning Compensation Models Staffing Models Competency Identification Skill Identification Marketplace Talent Assessment Identification of Talent Workforce Plan Learning Plan Talent Development Plan Business Environment Assessment

Begin by considering your organization’s strategy Translate to your division, department, or function

Clarify your model for delivering value to clients This should align to your Organizational Strategy

You have an obligation to look back and lift up employees who want to learn, grow, and be challenged

Definition of Work Performance Definition Competencies & Skills Success Criteria Learning & Development Human Capital Evaluation Process Quarterly ongoing refresh Specific coaching plan for enhanced performance

Clarify how incentives reinforce culture, motivation and drive business outcomes Design flexibility to allow tailoring to individuals without loosing integrity of overall company philosophy Be exceedingly clear on why the incentive or reward is given and tie it to business outcomes

Supply & Demand Capacity Planning Value of Team Work Sequencing Work Types/Affinities Aligned to Business Model

VUCA Ongoing and frequent economic and organizational change Interdependent work Knowledge work This radically changes the talent profile of the past Source: CEB and zonalandeducation.com

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Key Technical Skills are Table Stakes Business Case Development Scope Management Project Planning Resource Management Schedule Management Budget Management Technical Expertise Systemic Thinking Source: CEB

Key Competencies are Differentiators Leadership Stakeholder Management Political Acumen / Organizational Awareness / Influence Problem Solving Decision Making Communication Teamwork Learning Agility Being Proactive Self Awareness / Emotional Intelligence Source: CEB

Adapting to Change Leadership Organizational Awareness / Political Acumen Self Awareness Proactive Learning Agility Source: CEB Applying Judgment Prioritization Problem Solving Decision Making Working Collaboratively Teamwork Influence Technical Expertise

Assessing existing talent is an ongoing process Source: viapeople.com One standard tool is a 9 Block

Acquisition Development Retention 10/20/70 Guideline to Development Formal Learning 10% 20% 70% Learning from Others Learning from Experience Competency Level Developing Role Model Total Time Spent for Development Source: Development Dimensions International (DDI)

Stretch assignments Reinforcements Coaching Increased Responsibilities Quarterly 9 Block assessments Full Assessment of Performance and Potential

Do you know where your talent is? What are you doing daily to develop it?