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Culture – Strategy - Talent 
Organizational Rock-Paper-Scissors 
Steve Boese Sept 2014
Presenter Info 
• Steve Boese 
• Co-Chair HR Technology Conference 
• HR Exec Magazine Technology Editor 
• Co-Host of HR ...
Prologue
So is that really true? 
Does ‘Culture’ really eat Strategy for Breakfast? 
And what does that even actually mean? 
In the...
Agenda 
1. Culture 
2. Strategy 
3. Talent 
4. Achieving Zen-like harmony 
5. Wrap-up, Q&A
Culture 
<We have an awesome culture! Yeah, us too!>
Culture Problem #1 
<You are faking it>
<the employees don’t believe in it>
Culture Problem #2 
<Everyone around here seems the same>
Culture Problem #3 
<‘Fun’ doesn’t always equal ‘Functional’>
Why culture can’t be the sole answer 
• You don’t really know what it means – Sure, we like to talk about our 
companies u...
Strategy 
<this is about to start sounding very hard>
Strategy Problem #1
Strategy Problem #2
Strategy Problem #3
Why a great strategy is not enough 
• Some of the best strategies are 
extremely complex, take years to 
develop and might...
Talent 
<We only hire ‘Top’ talent. Yeah, us too.>
Talent Problem #1
Talent Problem #2
Fun Fact! 
97.8 percent of Wharton MBA 
graduates in 2013 received job offers 
within three months of graduation, 
with me...
Talent Problem #3
Every company is a Tech company
Why you can’t rely on just talent 
You can’t find nearly enough of 
all the talented, REALLY 
talented people you need. 
A...
Harmony 
<let’s all take a deep, cleansing breath now>
We’re conditioned to choose one
It’s not really a choice
The Circle 
Culture 
Strategy 
Spock 
Lizard Talent
The Circle 
Culture 
Talent 
Strategy 
Informs 
Defines 
Enables
Some ways to keep it balanced 
Hiring – Make sure your ‘hiring for cultural fit’ gimmick isn’t driving too much of 
your h...
Four Closing Thoughts… 
<Canada’s top export is?>
Or, what I should have said at the beginning 
Culture – Pros: Unique/compelling, can’t be copied or stolen, binds people 
...
Missing me one place, search 
another... 
steveboese@gmail.com 
steveboese.squarespace.com 
HRTechConference.com 
hrhappyh...
Culture - Strategy - Talent: Organizational Rock - Paper - Scissors
Culture - Strategy - Talent: Organizational Rock - Paper - Scissors
Culture - Strategy - Talent: Organizational Rock - Paper - Scissors
Culture - Strategy - Talent: Organizational Rock - Paper - Scissors
Culture - Strategy - Talent: Organizational Rock - Paper - Scissors
Culture - Strategy - Talent: Organizational Rock - Paper - Scissors
Culture - Strategy - Talent: Organizational Rock - Paper - Scissors
Culture - Strategy - Talent: Organizational Rock - Paper - Scissors
Culture - Strategy - Talent: Organizational Rock - Paper - Scissors
Culture - Strategy - Talent: Organizational Rock - Paper - Scissors
Culture - Strategy - Talent: Organizational Rock - Paper - Scissors
Culture - Strategy - Talent: Organizational Rock - Paper - Scissors
Culture - Strategy - Talent: Organizational Rock - Paper - Scissors
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Culture - Strategy - Talent: Organizational Rock - Paper - Scissors

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Culture - Strategy - Talent: Organizational Rock - Paper - Scissors - Slides presented by Steve Boese at Halogen Software's Customer Conference, Thursday Sept. 11, 2014

Publié dans : Business
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Culture - Strategy - Talent: Organizational Rock - Paper - Scissors

  1. 1. Culture – Strategy - Talent Organizational Rock-Paper-Scissors Steve Boese Sept 2014
  2. 2. Presenter Info • Steve Boese • Co-Chair HR Technology Conference • HR Exec Magazine Technology Editor • Co-Host of HR Happy Hour Show and Podcast • Co-organizer HRevolution • Blogger at Steve’s HR Tech • Your New Best Friend
  3. 3. Prologue
  4. 4. So is that really true? Does ‘Culture’ really eat Strategy for Breakfast? And what does that even actually mean? In the real world, not in a book or on Twitter. Can we even understand let alone measure ‘Culture?’ And what about Talent, you know the actual capability of the people in the organization? Will this slide ever end?
  5. 5. Agenda 1. Culture 2. Strategy 3. Talent 4. Achieving Zen-like harmony 5. Wrap-up, Q&A
  6. 6. Culture <We have an awesome culture! Yeah, us too!>
  7. 7. Culture Problem #1 <You are faking it>
  8. 8. <the employees don’t believe in it>
  9. 9. Culture Problem #2 <Everyone around here seems the same>
  10. 10. Culture Problem #3 <‘Fun’ doesn’t always equal ‘Functional’>
  11. 11. Why culture can’t be the sole answer • You don’t really know what it means – Sure, we like to talk about our companies using terms like ‘family’ and such, but at the end of the day business is business • You don’t ‘sell’ culture – Not separately anyway. You still have to have a ‘real’ product/service that customers want. Zappos still better have the Converse shoes I like and in my size or I am not buying no matter how quirky they are • Culture starts with ‘cult’ – I don’t need to tell you all the negative connotations with cults, but just remember there is a fine line between ‘Hiring for fit’ and ‘Hiring people just like me’ • Productivity – At the risk of sounding like a ‘Get off of my lawn’ old guy, having a great workplace culture is no guarantee of sustained excellence or success. Sometimes ‘fit’ keeps low performers around and chases away great ones
  12. 12. Strategy <this is about to start sounding very hard>
  13. 13. Strategy Problem #1
  14. 14. Strategy Problem #2
  15. 15. Strategy Problem #3
  16. 16. Why a great strategy is not enough • Some of the best strategies are extremely complex, take years to develop and might not work anyway • Once you have a strategy, it can get really easy to hold on to that strategy for far too long • Knowing when to adapt, pivot, or reverse is an imperfect science at best • In the end, it might not matter anyway. Customers ARE NOT rational. (Pet Rock)
  17. 17. Talent <We only hire ‘Top’ talent. Yeah, us too.>
  18. 18. Talent Problem #1
  19. 19. Talent Problem #2
  20. 20. Fun Fact! 97.8 percent of Wharton MBA graduates in 2013 received job offers within three months of graduation, with median base salaries rising to $125,000
  21. 21. Talent Problem #3
  22. 22. Every company is a Tech company
  23. 23. Why you can’t rely on just talent You can’t find nearly enough of all the talented, REALLY talented people you need. And you need the very best people in order to win championships. And all your competitors do too. The most talented people have almost limitless options. And they know it. Chasing talent, trying to keep talent, poaching new talent is a never ending, hard to win game, (unless you are Google)
  24. 24. Harmony <let’s all take a deep, cleansing breath now>
  25. 25. We’re conditioned to choose one
  26. 26. It’s not really a choice
  27. 27. The Circle Culture Strategy Spock Lizard Talent
  28. 28. The Circle Culture Talent Strategy Informs Defines Enables
  29. 29. Some ways to keep it balanced Hiring – Make sure your ‘hiring for cultural fit’ gimmick isn’t driving too much of your hiring decisions. Challenge your hiring managers to consider the value of new and fresh ideas that often come from people that might not seem to ‘fit’ Technology – You can’t afford to spend time on the things that are not part of the CST triangle. Outsource, automate, eliminate all the extraneous tasks you can to focus on what drives results Development – Give people opportunity to do more of what they enjoy, what they are good at, and where they can develop adjacent skills. You have to get more out of talent because chasing ‘top’ talent is a never-ending and frustrating game Business – HR keeps getting told they need to ‘understand the business’, but while true, that is not enough. We need to really understand how people/talent directly and indirectly drive business outcomes and results. The closer you can connect talent to strategy, the more balanced you can get
  30. 30. Four Closing Thoughts… <Canada’s top export is?>
  31. 31. Or, what I should have said at the beginning Culture – Pros: Unique/compelling, can’t be copied or stolen, binds people together Cons: Culture = Cult, lack of diversity, doesn’t scale or sell Strategy – Pros: Drives decisions, comprehensive, unifies people/mission Cons: HARD, Needs constant revision, can be copied Talent – Pros: People are #1 asset, magnetic, increase in value over time Cons: ALSO HARD, Needs constant attention, can be stolen, $$$$ Harmony– Pros: Allows flexibility, plays to strengths, keeps organization nimble Cons: None really. Except you have to constantly tell the ‘Culture eats Strategy’ folks they are wrong
  32. 32. Missing me one place, search another... steveboese@gmail.com steveboese.squarespace.com HRTechConference.com hrhappyhour.net Twitter: @SteveBoese LinkedIn: http://www.linkedin.com/in/steveboese

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