Unleash Your Employee';s Untapped Talents for lasting competitive advantage. Sept. 16, 2010

1. Unleash Your Employee’s Untapped Talents

2. Our Hosts:

3. What You Should Know About Me  20 Years In Corporate America Began Career as Recruiter Marketing & Sales Background  Teach Organizations How to SELL Themselves  Transition in 2009 from Career Coach to Business Coach

4. Today’s Agenda Your Employees Matter Most Match Employee competencies With Responsibilities Get the MOST out of Your People Create a Happy workplace Assessing People Successfully Get Your People’s Input to Save Your Business

5. Your People Matter Most

6. 6 Your People Matter Most “If your employees were valuable enough to hire, they’re valuable enough to be your most valued asset.” Ethan Chazin

8. Front Line Staff Evaluate Managers, Senior Management & Ownership.

9. Integrated Individual, Team, and Organizational Goals Are Required.

10. It’s NOT About Compensation.

11. You Can NEVER Communicate Too Much.

12. Where’s Your Mission & Vision Statement?

14. 9 Your People Matter Most “…at a time when companies are looking for every source of potential advantage, the workforce itself represents the largest reservoir of untapped potential.” Julie Gebauer Towers Perrin Managing Director

15. 10 Your People Matter Most 88% of U.S. workers consider themselves creative, BUT only 63% said their positions were creative. 75% of survey respondents thought their employers valued creativity. One in five said they would change jobs, even if it meant LESS money to be MORE creative. Survey conducted by IPSOS Research in 2007 to 564 adults for the 2007 National Conference on the Creative Economy.

16. Match Your Employee’s Competencies to Their Responsibilities

17. http://drcarmont.com/home

18. 13 Why You Need To Do This Today, more than ever, companies MUST find new ways to harness the untapped talents and creative energies of their employees, for their business survival!

19. 14 Why You Need To Do This In a 2008 study by Resources Global, 80% of global HR leaders believe the “war on talent” is a key & enduring business issue in the next ten years.

20. How It Works… Select a Dept. for the Employee

21. How It Works… Select a Job Title for the Employee

22. How It Works… Build the Employee’s Core Competencies

23. Get the MOST Out of People

25. Job Rotations Expand Skills and Ensure Business Continuity.

26. Challenge Your People Often.

27. Jack Welsh Was Only Half Right!

29. Strategic Coaching & Mentoring.

30. Foster Competition.

31. Teams Are Critical.

33. EVERYONE’S Responsible for Gathering Competitive Intelligence

34. Conduct a Personal Assessment for All Employees.

37. Telecommuting

38. Define Your Company Values

39. Family Friendly

40. Job Rotations

41. Job-sharing

42. Flexible Work Schedules

45. Multi-Skilled

46. Reliable

47. Positive

48. Responsiblewww.realtruth.org/articles/100108-004-society.html

50. Dependable

51. Diligent

52. Self-disciplined

55. Your people write each other’s goals and objectives.

56. Your direct reports write their manager’s goals and objectives.

57. Your customers assess your people.

59. Support, Encourage, Incentive “Calculated” Risk-taking.

63. Develop a Formal Idea Generation Program.

64. Compensate BEST Ideas.

65. Integrate Idea Solicitation With Reward & Recognition Programs.

66. Communicate, Communicate, Communicate.

68. Resources

70. http://humanresources.about.com/od/involvementteams/Team_Building_Employee_Empowerment_Employee_Involvement.htm

71. www.1000ventures.com/business_guide/crosscuttings/team_main.html

72. www.leadership-tools.com/team-building-tools.html

73. www.businessmanagementdaily.com/glp/11665/best-practices-leadership-team-management.html#signup

74. www.essortment.com/all/teamworkandt_rhuw.htm