Winter is Coming: Talent Wars
•Télécharger en tant que PPTX, PDF•
0 j'aime•1,193 vues
Presented at the Next Jump Leadership Academy in January 2018 for Educators
Recommandé
Contenu connexe
Tendances
Tendances (20)
Similaire à Winter is Coming: Talent Wars
Similaire à Winter is Coming: Talent Wars (20)
Plus de Next Jump
Plus de Next Jump (9)
Dernier
Dernier (20)
Winter is Coming: Talent Wars
- 1. @charlieykim @meghanmess WINTER IS COMING: TALENT WARS Leadership Academy for Education January 31, 2018 PREDICTION: D-Day arrives in 2020. In WORK & EDUCATION: + THE SUCCESSFUL…redesigned for the 21st Century - THE REST…will be disrupted
- 2. VS Founded: 2003 TALENT is the PREDICTOR of FUTURE SUCCESS Founded: 2007 Defunct: 2014
- 3. 3 CEOS WORRIED OF OTHER BIG CO STRATEGY CHANGED EVERY 1-5 YEARS WHAT YOU PRODUCE: PRODUCTS & SERVICES NOWBEFORE CEOS WORRY OF 2 KIDS IN A GARAGE STRATEGY CHANGES EVERY DAY WHAT YOU PRODUCE: DECISION FACTORY 10 YEAR STUDY…
- 4. 4 EDUCATION 1.0 ISOLATION FEAR WORK 1.0 SUBJECTS [SERVE THE KING] WORK 2.0 FOLLOWERS [ASSEMBLY LINE WORKERS] WORK 3.0 DECISION MAKING RATE OF LEARNING [ADAPTIVE LEARNING TEAMS] EDUCATION 2.0 COMPLIANCE UNIFORMITY EDUCATION 3.0 CREATIVITY COLLABORATION 1750 KING FREDERICK THE GREAT 21ST CENTURY: INFO AGE1920 CUBBERLEY: FACTORY MODEL ORIGINS of EDUCATION = ORIGINS of WORK ASSET: LAND ASSET: MACHINE ASSET: PEOPLE1900 2000 21002020 (D-DAY)20% OF 20TH CENTURY
- 5. 5
- 6. SPORTS BUSINESS MILITARY EDUCATION MEDICINE NxJ ADVANTAGE: a decade of helping others PROOF is in THE ADOPTION: 1) TP – training partners (most basic unit of team) 2) SW – situational workshops (coaching/mentoring in scale) 3) Feedback App – demand for real time feedback
- 7. 7 PROOF is in THE ADOPTION: 10 years vs last year [PROJECT FU] 10 YEARS GIVING: WHAT WE LEARNED LAST YEAR: ALL IN SPORTS BUSINESS MILITARY EDUCATION MEDICINE NxJ ADVANTAGE: a decade of helping others PROOF is in THE ADOPTION: 1) TP – training partners (most basic unit of team) 2) SW – situational workshops (coaching/mentoring in scale) 3) Feedback App – demand for real time feedback
- 8. 8 HOW YOU RUN YOUR COMPANY most important job TEAM MISSION LEARNING MINDSET PERFORMANCE MINDSET
- 9. 1. INTENT Why this matters? 2. PROGRAMS 3. TECHNOLOGY 4. HOW THINGS FAIL? In theory vs in practice (adoption techniques) HOW TO CREATE CHANGE (at an org level) What to do? How to do it? (in scale)
- 10. 10 PROGRAMS THAT BUILD STRONG TEAMS
- 11. 11 DEVELOPMENTAL GYM decision making skills “It’s important that they learn what it feels like to make decisions.” ~Charles Duhigg
- 12. 12 PRACTICE: YOU is YOU 10 DEVELOPMENTAL GYM decision making skills “It’s important that they learn what it feels like to make decisions.” ~Charles Duhigg
- 13. Michael: A Case Study Inefficiencies decreased to 3% within 3 months KEY INSIGHT: People are wired to do the right thing. But we often don’t know what is right and what is wrong. FEEDBACK: Your 2nd Screen 10 DEVELOPMENTAL GYM decision making skills “It’s important that they learn what it feels like to make decisions.” ~Charles Duhigg
- 14. 14 COACHING: Your Bias & Blindspots 10 DEVELOPMENTAL GYM decision making skills “It’s important that they learn what it feels like to make decisions.” ~Charles Duhigg
- 15. 15 DEVELOPMENTAL GYM decision making skills 11 PRACTICE: YOU is YOU 10 DEVELOPMENTAL GYM decision making skills “It’s important that they learn what it feels like to make decisions.” ~Charles Duhigg Michael: A Case Study Inefficiencies decreased to 3% within 3 months KEY INSIGHT: People are wired to do the right thing. But we often don’t know what is right and what is wrong. FEEDBACK: Your 2nd Screen 10 DEVELOPMENTAL GYM decision making skills “It’s important that they learn what it feels like to make decisions.” ~Charles Duhigg 13 COACHING: Your Bias & Blindspots 10 DEVELOPMENTAL GYM decision making skills “It’s important that they learn what it feels like to make decisions.” ~Charles Duhigg
- 16. How Things Fail? [don’t repeat mistakes of others]
- 18. LEVEL 1: GAS “GIVE A SHIT” LEVEL 2: NO LHF “LYING/HIDING/FAKING” LEVEL 3: INDEPENDENT THINKING LEVEL 4: INVITING CRITICAL FEEDBACK LEVEL 5: DECISION MAKING 18 MONEYBALL of DECISION MAKING 5 Levels to Training Your Judgment
- 19. 19 LEVEL 1: GAS “give a shit” No matter how good your strategy is, if your people don’t have gas “don’t give a shit”, it won’t work.
- 20. WHAT is No LHF TRUTH, AUTHENTICITY, LEAVING NOTHING UNSAID FACTS, MY THINKING, MY ASSUMPTIONS, GUT/INTUITION, WHAT YOU’RE FEELING [HIGHEST FORM OF TRANSPARENCY]
- 22. 22 MY STORY
- 23. 23
- 25. 25
- 26. 26 Imposter Syndrome LHF “If anyone ever figured out how little I know I’d be fired.” “Takes tremendous energy to cover this up. You may have sensed you’re the oddball out… BUT You are normal. This is life.” Dr. Jim Loehr
- 27. LyingTruth
- 28. 28 Dr. Jim Fadigan The brain wants to be right. When it’s not, it withdraws. If you ever played politics and it worked for you… If you ever played dumb and it worked for you… If you ever told the truth and you got dinged for it… We build “bad brain habits”.
- 29. The 2nd Job In an ordinary organization, most people are doing a second job no one is paying them for. In businesses large and small; in government agencies, schools, and hospitals; in for-profits and non-profits and in any country in the world, most people are spending time and energy covering up their weaknesses, managing other people’s impressions of them, showing themselves to their best advantage, playing politics, hiding their inadequacies, hiding their uncertainties, hiding their limitations. Hiding. We regard this as the single biggest loss of resources that organizations suffer everyday. 29
- 30. 30 Doing 2 JOBS at ONCE CAR ACCIDENTS in U.S. 2016: 1.6 million have a cell phone involved in them. That's 64% of all the road accidents in the United States
- 31. DECISION MAKING in 21st CENTURY Near impossible navigating with 1/3 of your brain Best way to get better at your 1st job is to reduce your 2nd job You are what you practice: start telling the truth (No LHF) LyingTruth 1st JOB DECISION MAKING 2nd JOB LHF
- 33. DECISION MAKING in 21st CENTURY Good luck navigating with 1/3 of your brain Best way to get better at your 1st job is to reduce your 2nd job You are what you practice: start telling the truth (No LHF) LyingTruth 1st JOB DECISION MAKING 2nd JOB LHF 30 Inappropriate Transparency FLOOD LIGHTING DRAMA GRENADE
- 34. Feedback is data from other human beings Data that can inform your decision making FEEDBACK is DECISION MAKING DATA
- 35. 35
- 36. 36 NICENESS TRUTH (No LHF) START: No NICENESS No TRUTH (LHF)
- 38. 38
- 39. CULTURE “the machine” (consistency) 1x EVENT “will power” (intensity) New Rituals/ New Setup Mindset Behaviors Follow MAKE IT CULTURAL: Make it difficult to do the wrong thing. Bake doing the right thing into the environment, your everyday norms.
- 40. 40 THE RESULTS TEAM MISSION LEARNING MINDSET PERFORMANCE MINDSET
- 41. #1 QUESTION: WHY ARE YOU DOING THIS? WHAT’S IN IT FOR YOU?
- 42. GOAL [BETTER ME] BUILD A TOP10 GLOBAL TECH COMPANY AUDACIOUS GOAL [BETTER YOU] CHANGE THE WORLD… BY CHANGING WORKPLACE CULTURE
- 44. 44 Why we exist…
- 45. 45 IMPLEMENTATION of our WHY To do the LITTLE THINGS that allow others to do the GREAT THINGS they are MEANT TO DO BETTER me + you = us + =BETTER me BETTER you BETTER us
- 46. 46 STORY OF MY FATHER source of my inspiration To do the LITTLE THINGS that allow others to do the GREAT THINGS they are MEANT TO DO
- 47. 47 ORIGINS: Why we exist…
- 48. 48 WHY do I need to be a DDO? [CIA]
- 50. 50
Notes de l'éditeur
- EDU 1.0 – how do you control the masses of people w/out using a gun. Kindergarten: garden the children so they will serve the king. Isolation – rows, can’t talk to each other, teachers isolation in classrooms Fear – everyone afraid of the next level, kids, teachers, principals, superintendents Do what you’re told. Every semester new teacher, can’t collaborate b/c new teacher King Frederick's system was designed to teach obedience to solidify his control of the country EDU 2.0 – industrial schools, no collaboration, children move along like widgets on assembly line: math, science, etc. key characteristics of factory model education are top-down management, emphasis on management, centralized planning, standardization, efficiency in producing results typified by efficiency and uniformity, often resembling a factory building. system has been described as being "designed to create docile subjects and factory workers Cubberley described "schools as, in a sense, factories in which the raw products (children) are to be shaped and fashioned into products to meet the various demands of life.” Factory model schools employ direct instruction methods: a teacher drilled information into the class in "assembly line fashion",[6] the students learn by rote copying and memorization, and they are then tested on the information presented to them factory model method also features depersonalization, strict hierarchy of authority, uniformity over innovation, process and procedure, and standardization of curriculum, testing, class sizes, time periods, and learning rates EDU 3.0 – preschools, charter schools, school for autism, training former prisoners
- This is a cycle, you can get stuck in this cycle…for years, your entire career Once you master Level 2, your chances of success increase exponentially Getting to Level 3: independent thinking, Level 4: inviting critical feedback, Level 5: making better decisions It’s the foundation of success: SHOW UP, BE HONEST
- This is a cycle, you can get stuck in this cycle…for years, your entire career Once you master Level 2, your chances of success increase exponentially Getting to Level 3: independent thinking, Level 4: inviting critical feedback, Level 5: making better decisions It’s the foundation of success: SHOW UP, BE HONEST
- Highest form of radical transparency is NO LHF. You can be transparent to the question I ask but if I don’t ask it… Best diligence question ever – “What am I not asking you that I should be asking…”
- New: Start by sharing MY greatest impediment – which turns out is very common….feeling INFERIOR…and what that made me do for first half of my life LHF to protect myself. This is a simple formula for Human Performance. Performance = Potential – Impediments Most people focus so much on their potential. Strength finder. Inspirations. However similar to a car, if you step on the gas, no matter how hard, if your foot is on the brake, it won’t move. You need to learn to take your foot off the brake, reduce your impediments in order to increase performance. The single biggest impediment is the 2nd Job…lying/hiding/faking in order to look good
- New: Lanyard – reminder of the sacrifices my mother made. Got into best dental program, didn’t go. And what WORK should have been for her, and what it has done for me. 20 years at NxJ this year, intern summer 1998, promoted last year to be the co-CEO. Journey was not easy. Explain where my greatest impediment to growth came from…. --- This is my family, my sister erin and I are identical twins., everything about us should have been the same. I want to share 2 stories growing up. 1st STORY: 13 years old in 7th grade. My mother goes to see my teacher Mrs. Dumphee. Asks: Why is one twin ERIN getting As and the other twin Meghan getting Cs? After much back and forth, Mrs Dumphee finally blurted out: “Frankly Mrs. Lombardi, it’s b/c Meghan is just not that smart.” 2nd STORY: 18 year old. Waiting to hear back from college applications. Both applied to Villanova as our 1st choice. I remember this so vividly, my mother going down to the mailbox, and watching her walk up the hill. And knowing in my heart I didn’t get in to Villanova and my sister did. One thick envelope, one thin. I knew. As a mother now, I can’t imagine having to tell one twin they got in and the other one they didn’t.
- By default you will get comforting lies
- Years later, I learned from an amazing mentor, friend and coach: Jim Loehr, this problem is so common, it has a name. It’s called “The Imposter Syndrome” AND by the way…The more successful you get, the worse this problem gets. The majority of senior leaders in the world feel this way. Most of you have probably seen this movie Catch Me If You Can. It looks glamorous, he’s an imposter… ) when you're LHF you are an imposter ) you're pretending to be somebody you're not And when you do that (I'm going to into few examples of why we do that) but first I'm going to tell you what the cost of doing this is
- ) this is what it looks like, looks glamorous at first but if you saw the movie Xyz this is the cost, this is what it looks at like It's exhausting and can ruin your life. Your career
- Most of you in this room are facing this, if not all. BY THE WAY: The more successful you get, the worse this problem gets…
- Scientific data from neurologists, best brain doctors in the country that…it Takes twice as much energy to lie than tell the truth If an average person worked 45 hours in a week, 15 hours on their first job telling the truth. 30 hours is spend lying hiding faking doing their 2nd Job. We can’t reduce this to zero. For instance I don’t recommend walking into a board meeting and say: I have no idea what I’m doing. There are times when the truth is just unnecessary. You have a cute baby – doesn’t have to be true.
- The book NxJ was recently case studied in: An Everyone Culture, talks about the 2nd Job. The very first lines go like this…
- Good luck navigating this road with 1/3 of your brain
- This is the dilemma – I can get some of my brain back, but I risk career and social suicide?
- HOW THINGS FAIL? ) So you have made a decision, like I did early in my career, to move from the line of “comforting lies” to the line of “unpleasant truths” ) The problem is, nobody is giving the feedback…it is so hard to find someone who gives good/ truthful feedback ) As a result, nobody is giving feedback…this is what researchers call: organizational silence ) To not take credit away from standing in this line. B/c it is very difficult ) However, at an organizational level, even if you get people to switch, this booth is empty, nobody is giving the truth, nobody is manning the booth ) So unless you are able to break this cycle of organizational silence, it doesn’t matter. [unless you are able to train people to give feedback, the truth no matter how unpleasant, you are going to have organizational silence] ) ? Can we hire professional coaches….not if you want to do this in scale. Too costly, not enough great ones…at best the top 1-2%
- Kim Scott
- By default you will get comforting lies
- How Do you Solve For This? [HOW DID WE SOLVE FOR THIS?] CULTURE. Human beings run more like machines than we realize. 95% of what we do is automatic, it’s our rituals. We underestimate our willpower. A company is simply a collection of individuals. Culture is the driving force behind “the machine”. Once it is cultural, it is built into the DNA of everything we do. A new normal.