A quick recap of the key takeaways from the i4cp 2015 Conference, for HR, Learning and Talent Professionals.

1. 1
3 Jam-Packed Days
of
Thought-Leadership
and
Collaboration
in 45 minutes
i4cp 2015 Conference
Re-Cap

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67% of 260 attendees have Chief, EVP/SVP/VP, or Director in their Title

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Relevant RecommendationsA Big Thank You to our Sponsors

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An “A-list” of Presenters
 John Boudreau – HR guru, best-selling
author, and i4cp Thought Leader Consortium
member: “Beyond Employment”
 Charlene Li – Best-selling author and i4cp
Thought Leader Consortium member: “The
Engaged Leader”
 Lisa Buckingham and Jamie DePeau –
Chiefs of HR and Marketing at Lincoln
Financial” “Aligning for Uncommon Results”
 Kevin Wilde - Chief Learning Officer at
General Mills: “Temptations of a High
Potential”
 Kristin Trecker – Chief HR Officer at MTS
Systems: “Measuring Organizational
Effectiveness”
 Dr. Morgan McCall – Professor at Univ. of
Southern California on “The Role of
Exceptional Bosses in Developing Talent”
 Bill Price – Amazon.com’s first head of
global customer experience, author of Your
Customer Rules: “Your Employee Rules!”
 Chris Broderick – Head of workforce
analytics at IBM: “How IBM Uses Social to
Predict”
 Dr. Akil Walton – VP of Talent and OE at
Aleris: “Predictive Analytics”
 Kelly Gray – Chief HR Officer at FedEx:
“Investing in the Lattice”
 Peter Cavanaugh – Crotonville Campus
Leader: “Experienced Leader Challenge”
 Dr. Chris Mason and Phil Menzel – The
Rise of the Crowd at Sears
 Patrick Wright – Professor at Univ. of
South Carolina and i4cp Thought Leader
Consortium member: “The Future of
Executive Succession”

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And a Lot More!
Pre-Conference
 Three Board Meetings
 CHRO
 CL/TO
 CDO
 Two Workshops
 Building Organizational
Capability to Manage Change
 Perfecting the Business
Partner Role
Conference Breakouts
 Workforce Planning and
Analytics (Amy Armitage)
 Executive Leadership
Development (Kevin
Copestick)
 Help Them Grow or Watch
Them Go: Career
Conversations Employees
Want (Beverly Kaye and Cliff
Stevenson)

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 Employee and customer experience: 1 and the same
 Diversity as a business enabler
 Inclusion is the (going-forward) difference maker
 The movement toward ‘experiences’
 Social is the new normal
 The chunking down of Talent Management
 Data-driven business impact can happen quickly
Key Themes

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Key Takeaways
 The Demands and Needs
of Your Customers Apply
to Your Employees
 Diverse Experiences are
Key to Development
 Datafication and
Democratization of Data
= Opportunity

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The Future
(A Next Practice)

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Beyond Employment
- John Boudreau

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The Deconstruction of Work
Ask “where’s the
best place to get
the work done, not
who are the best
employees to put
on this project.”
- John Boudreau
(i4cp 2015)

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The Future of Work: A New Study
 A collaboration with John
Boudreau
 To be complete on July 31, 2015
 50+ CHRO interviews needed
(conducted in April and May)
 3 focus areas:
 Work in the future (what it
looks like?);
 the organization of the future
(how it’s structured?);
 The workforce of the future
(who will do it?).
 To be interviewed for this study,
please email jay.jamrog@i4cp.com

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The Demands and
Needs of Your
Customers Apply to
Your Employees

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“It’s not about employee
engagement. It’s about
creating great employee
relationships.”
-Charlene Li
(i4cp 2015)

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The Digital Divide
 What best
describes how you
feel about digital
and social
engagement?
44% - a natural
part of my day – I
depend on it to get
work done.
37% - I’m
comfortable using
it in my personal
life but not at work

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“How to create and sustain a
consistent and awesome
customer experience across
multiple channels and touch
points?”
-Bill Price
(i4cp 2015)

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An Omni-Channel Approach to HR
Consistent
Experience
Purposeful
Programs
One Brand
Integrated
Data
Personalized
& Adaptive

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Amazon’s “Just Do It” Award

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The People-Profit ChainTM

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The Engagement Disconnect
41%
(Charlene Li’s data)
52%
(i4cp 2015 companies)
Have holistic and strategic approach
to employee engagement and
advocacy

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“The brand we reflect out to
the market place is a reflection
of how we live internally.”
- Jamie DePeau and
Lisa Buckingham
(i4cp 2015)

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Customer Focus Deficiencies Threaten
Businesses Globally

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http://tinyurl.com/codw7md

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Diverse Experiences
are
Key to Development

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“The Boss Can Be an
Experience.”
-Dr. Morgan McCall
(i4cp 2015)

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 There is no single “best’ approach to being a great talent
developer
 Opportunities for growth
 Provide exposure, make connections, open doors
 Develop skills and fix flaws (honest, tough feedback, and
follow-through)
 Inspire, raise the bar, and demand excellence
 Watch me, Listen to me – constantly teaching in the
moment
 Offer career advice and guidance
Enhancing the Experiences of People

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Coffee Talk

29. 29
Making Cupcakes
 Exposure
assignment
 Competency
assignment
 Wisdom assignments
 Over-cooked (the
manager who hoards
talent)

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0% 20% 40% 60% 80%
Stretch assignments
Organized visits to customers or partners
organization serves
Formal mentoring
Organized teamwork on a specific
customer issue or project
Participation in an employee affinity or
resource group
48%
32%
29%
35%
6%
65%
53%
45%
64%
33%
High Market Performers Low Market Performers
The Rise of the SBRG: a Next-Practice
MPI GPI GLDE
.27 .33 .39
.25 .32 .37
.16 .22 .36
.27 .37 .34
.18 .27 .33
Source: i4cp, 2015

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Leading in a VUCA World = Reflection
250 leaders
at GE touch
18,000
people
directly

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“There’s little room for finding
adventure when climbing up the
ladder. But, when scaling a
lattice, that’s exciting and
interesting!”
-Kelly Gray
(i4cp 2015)

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 Ownership of development must be with the
employee (if you don’t know where you want to go,
how can we help you get there?)
 Cross-training opportunities and top-down
encouragement (the more you know…)
 Demonstrating company commitment (we walk
the talk)
 Celebrating success stories (look who’s doing it)
 93% of manager jobs were filled internally last year.
Lattice Development: Key Steps

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D & I is Business Work
“When the business
pulls you into its
strategy, you know
you matter”.
- David Casey
(i4cp 2015)

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“Discovery is a key element of
anyone’s learning journey.”
-Peter Cavanaugh
(i4cp 2015)

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Is this a
leaderless
team or a
team of
leaders?

37. 37
Datafication and
Democratization of Data
=
Opportunity

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R2 =

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Domain and Overall aggregate of Agree/Strongly Agree responses
MTS – Organization* Comparisons
EC Corporate Sensors* Test MTS HPO
Market 55% 38% 51% 38% 41% 61%
Strategy 56% 43% 59% 39% 44% 63%
Leadership 50% 38% 54% 34% 39% 50%
Talent 35% 31% 48% 29% 33% 53%
Culture 52% 37% 49% 42% 43% 63%
Overall 50% 37% 52% 36% 40% 58%
* Does not include Sensors Additional
% of Total
EC 6%
Corporate 16%
Sensors* 17%
Test 61%

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On the Leading Edge of Change
4 Things Effecting the World
 Pace of change
 Datafication
 Democratized data
 Social and the Crowd
Challenging Sears in 3 Areas
 Can we make our talent
processes more fluid and
dynamic?
 Can we design tools that the
workers can use right away
w/o dependence on others?
 Can we create 10x the
data? More data – used
correctly – has the potential
to deliver more value.

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Performance Enablement at Sears
 10k active users
 40k pieces of
feedback
 Launched 214 days
ago
 75% indicate they’ve
changed behavior
based on feedback
they’ve received.

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The 3 of Change

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6 Dimensions of Organizational Agility

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We Are All Social!

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#myweekin3words
-IBM

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Social is how work gets done!
Candidate Brand
Strength;
Employee
Engagement
Alumni Advocacy
 At IBM, social
media use is
predictive of:
 Employee
performance
 Voluntary
turnover

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The Future
(Of Your Leadership)

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“The #1 job of HR is to make
sure we’ve got the talent in
place to enable strategy
execution.”
-Bob Myers
(i4cp 2015)

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CHRO Panel
“Any good CHRO
takes the theatre out
of the room before
they get there.”
-Patrick Cimerola
(i4cp 2015)
Executive Speed
Dating at Choice
Hotels– at the end of
an exec meeting,
pair up for 10
minutes and talk to
each other (1:1).

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2016 i4cp Conference
March 29 –
April 1

53. 53© 2014 Institute for Corporate Productivity, Inc.
Kevin Martin
Chief Research and Marketing Officer
Kevin.Martin@i4cp.com
774-279-3741