1. Victorian TAFE Association Inc HR CONFERENCE
Wednesday 9 April
with Fabian Dattner

2. The Challenge to our Leadership Model

3. Efficiency & Effectiveness Deming, Quality Revolution
Business Evolution 4 ?
Climate 3
Decade of cutbacks 90s 2
Efficiency & Effectiveness
60 – 80s
Deming, Quality Revolution 1

4. What are the prevailing global patterns in which business must work, i
What are the prevailing global patterns in which business must work, i.e. increasing competition?
If there is a war for talent what do the age group want and need?
What do we as leaders have to do to meet these wants & needs?

5. Competitive Environment Talent Needs
Global market place
Technological change
Margins tighter
Rate of change increasing
Talent key to success
Talent Needs
Purpose & values
Opportunity
Challenge
Whole of life approach
Voice heard
Commercial Case for change
Competitive advantage in talent
Leader initiated & sustained
Leader shapes climate (70%)
Climate shapes performance (30%)
Response
Give ownership
Empower
Strong direction
Aligned values
Recognition
Breadth of choice

6. PAST
FUTURE
REASON WHY
REASON WHY

7. Dattner Grant Research 29 Organisations, 1800 people
STRENGTHS
People 83%
Reputation 66%
Product/Services 55%
Expertise 28%
Skills of Senior Leaders 24%
Supportive Culture 21%
Facilities 14%

8. Dattner Grant Research 29 Organisations, 1800 people
ISSUES
Leadership 76%
Lack of vision 66%
Lack of values 45%
Poor communication 45%
Values/behaviour mismatch 41%
People management 28%
Undermining culture 24%

9. GENERATION X (25 – 39) BOOMERS (40s – Late 50s
Variety )
Learning )
Improving/ ) adding new skills )
Trial and error
Feedback
Challenge status quo – flexibility
Purpose and Values – teamwork
Change
Challenge
BOOMERS (40s – Late 50s
Security
Hard work
Commitment
Authority
Support status quo
Status

10. What Boomers say of Gen-Xers
Disrespectful of authority
Little understanding of workplace etiquette, casual
Get bored easily
Do not accept “proper” way to do things (i.e. want to try out new things)
No work ethic (i.e. will not work overtime)
No loyalty (i.e. will take better offers if they come along)

11. LEARNING STYLES

14. The 4 Mat system IMAGINATIVE DYNAMIC COMMON SENSE ANALYTIC
By Bernice McCarthy
IMAGINATIVE
DYNAMIC
COMMON SENSE
ANALYTIC

15. I am interested in personal meaning.
Create a reason for me.
LISTEN SPEAK INTERACT BRAINSTORM

16. I am interested in facts as they lead me to understand
concepts. Give me the facts to deepen my understanding.
OBSERVE ANALYSE THEORISE CLASSIFY

17. I am interested in how things work.
Let me try things.
EXPERIMENT MANIPULATE IMPROVE TINKER

18. I am interested in self discovery. Let me teach it
to myself and others
MODIFY ADAPT RISK CREATE

19. 17% 29% F 15% M 24% F 33% M 20% 31% 23% F 27% M 37% F 25% M 19%
The 4 Mat system
By Bernice McCarthy
IMAGINATIVE
DYNAMIC
17%
29%
F 15%
M 24%
F 33%
M 20%
31%
23%
COMMON SENSE
ANALYTIC
F 27%
M 37%
F 25%
M 19%

20. 4 1 3 2 R L R L R L R L Integrate Connect Dynamic Learners
Imaginative Learners
R L R L
Refine
Examin e R L
R L
Extend
Image 3
Common Sense Learners 2
Analytic Learners
Try
Define

22. 4 1 3 2 Concrete Experience Active Reflective Experimentation
Observation 3 2
Abstract
Conceptualisation

23. 1. What is important to your team/organisation (should be values)
2. What are the behaviours that describe these values?
3. What are the values today (as is)
4. Gaps analysis
5. Recruitment
6. Induction
7. Training
8. Performance Management