From The Flintstones to the Jetsons - Ignite Global

From The Flintstones to the Jetsons - Ignite Global

From The Flintstones to The Jetsons: 7 Steps to Modernize Your Stone Age People Prac=ces and Win the War for Talent in Our Digitally Connected, Global...

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From The Flintstones to The Jetsons: 7 Steps to Modernize Your Stone Age People Prac=ces and Win the War for Talent in Our Digitally Connected, Globally Oriented World Session Outline, Outcomes, Resources and Real Results

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Session 1: The PGS Job Description - Your Secret Weapon to Hiring the Best and Holding them Accountable for Top Performance 2 Session 2: 64 Ways to Source 64 Candidates

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Session 3: To Woo or Not to Woo

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Session 4: Evidence Based Interviewing

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Session 5: Emotional On Boarding

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Session 6: Mind Reading for Managers

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Session 7: Implementation Week

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Who This Program Is For

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Who This Program is NOT For

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Why This Program Works

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Investment

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Dates / Times

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About Us

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Page 1

Light Up Your Workforce®

Ignite Global Licensing, Pty, Ltd. © 2016 All Rights Reserved www.IgniteGlobal.com

From The Flintstones to The Jetsons: 7 Steps to Modernize Your Stone Age People Prac=ces and Win the War for Talent in Our Digitally Connected, Globally Oriented World

Session Outline, Outcomes, Resources and Real Results This is a training outline for our first ever public workshop consisting of seven weekly, live sessions of 90 minutes each, via GoToMeeting.

Session 1: The PGS Job Description - Your Secret Weapon to Hiring the Best and Holding them Accountable for Top Performance Did you know that 44% of hiring managers reported being disappointed with their last hire, according to a recent study by Hudson Recruitment? This is an extraordinary [email protected]@c considering that the cost to replace staff is between 50 - 200% of an their annual salary. Did you know that up to 80% of the global workforce is only mildly engaged to [email protected] dis-engaged from their work, which according to the Gallup [email protected] could be [email protected] you up to 1/3 of their annual salary in lost [email protected] for every dis-engaged staff member? What do these two startling sta=s=cs have in common and how can we solve both challenges? Job [email protected]! You read that right - job [email protected] By [email protected] and more eff[email protected] [email protected] our job [email protected] to not only hire top talent, but also to beTer measure and manage performance with far less stress on the part of the manager. Old school job [email protected] consist of a laundry list of tasks - day to day [email protected] and [email protected] that tell the employee what they have to do instead of what we expect them to achieve. This directly leads to hiring the wrong person because: • These boring job [email protected] (used as the basis for job ads) do not aTract the right candidates. Top talent look for roles that will challenge and inspire them - and they breeze right past yours if it doesn’t immediately do that. • Hiring managers try to match these task based job [email protected] with the skills and experience of the candidate. Unfortunately, just because someone has X number of years doing the tasks listed on the job [email protected] does not mean they were successful in achieving the results we need from their role. Old school job [email protected] are also completely ineff[email protected] at managing performance. Once we hire, these ‘set and forget’ job [email protected] provide no measurable criteria by which to hold our staff accountable. Many companies try to compensate for this by se^ng goals, [email protected] or KPIs, separate from the job [email protected] This is not only confusing and a [email protected] of effort, most Page 2

Light Up Your Workforce®

Ignite Global Licensing, Pty, Ltd. © 2016 All Rights Reserved www.IgniteGlobal.com

From The Flintstones to The Jetsons: 7 Steps to Modernize Your Stone Age People Prac=ces and Win the War for Talent in Our Digitally Connected, Globally Oriented World managers are not adept in se^ng eff[email protected] [email protected] and / or the [email protected] are not measured and managed frequently enough to drive eff[email protected] results. The [email protected]? Using a PGS Job Descrip=on to both hire and measure / manage performance. The PGS Job [email protected] includes: • The Purpose of both the company and the role to win the hearts and minds of top talent during the hiring process and to keep them focused on why they are doing what they are doing and why their role is [email protected] important to their team, the [email protected]’s customers or the community at large. • The Goals or outcomes that are required to be successful in the role and how their success will be measured. • The Strengths or competencies required to successfully achieve these goals. You Will Learn This session will teach you how to eff[email protected] write a PGS Job [email protected] and use it to both hire top talent and hold them accountable for consistently achieving results, with much less effort and stress on your part. Outcome By the end of this session you will have wriTen one PGS Job [email protected] which you can use as a framework for future JDs. Resource: You will receive a sod copy of a PGS Job [email protected] template, along with a number of examples of real PGS Job [email protected] from current clients. Real Results “In 25 years of owning the business I have never seen the calibre of candidates we are a9rac:ng now using the PGS Job Descrip:ons.” Mark Hunter CEO Hunter Express

Page 3

Light Up Your Workforce®

Ignite Global Licensing, Pty, Ltd. © 2016 All Rights Reserved www.IgniteGlobal.com

From The Flintstones to The Jetsons: 7 Steps to Modernize Your Stone Age People Prac=ces and Win the War for Talent in Our Digitally Connected, Globally Oriented World Session 2: 64 Ways to Source 64 Candidates Are you [email protected] primarily relying on job ads and recruiters to fill open roles? If so, you are [email protected] yourself to looking primarily at average to below average candidates for your open jobs because these [email protected] methods target people who happen to be looking for another job at that very moment. Guess what percentage of those people are considered top of their field? Only about 5%. That’s right - only about 5% of individuals [email protected] looking for work at any given @me are at the top of their game. So you end up spending a lot of @me kissing frogs to find that prince or princess…many @mes realizing ader you hire them that they really are just a frog ader all. And the cycle begins again… You want to achieve your goals, right? And you want to do this without having to spend a lot of @me and effort ge^ng people to lid their performance or to behave beTer. Does it make sense to hire mediocre people? Of course not! In order to break this vicious cycle we have to learn to ‘play the long game’ - to properly project the number and type of people we need to hit our business goals both now and into the future. We also need to learn how to ‘always be [email protected]’ - even when we are not hiring. Only then can we be sure that we are reaching the best of the best - not just the best available at that moment. You Will Learn: • The fundamentals of workforce planning • The 5 broad categories of sourcing top talent in the ‘Social Age’ • How to use your own website as well as LinkedIn, Facebook and industry forums as talent magnets Outcome You will develop strategies that you can use immediately to cast a wider net into the talent pool. Resource: You will receive 64 Ways to Source 64 Candidates (A list ‘outside the box’ methods to source top talent.)

Page 4

Light Up Your Workforce®

Ignite Global Licensing, Pty, Ltd. © 2016 All Rights Reserved www.IgniteGlobal.com

From The Flintstones to The Jetsons: 7 Steps to Modernize Your Stone Age People Prac=ces and Win the War for Talent in Our Digitally Connected, Globally Oriented World Session 3: To Woo or Not to Woo In this increasingly short candidate market, hiring the right person is a [email protected] of screening out the bad and wooing the great. We will cover both in this session. You will learn: • How to save @me and eliminate interviewing the wrong person by using [email protected] pre-screening techniques - before the first interview is booked • How to plan and conduct a flawless interview every @me that not only gives you a clear idea of whether they are right for the role, but also gives you foolproof ways to determine (and sell them appropriately) what they are looking for in their next role Outcome You will have a thorough understanding of how to plan, prepare for and conduct a flawless interview that will help you screen out the bad eff[email protected] and efficiently and woo the great candidates. Resource: Complete Interview Framework and Handbook (based on my personal experience of interviewing over 5,000 people) Real Results “Kim helped Consult Australia to refine our hiring and induc:on processes and I found the engagement highly useful. We have had be9er success with candidates since using the new job ads and have a lot more rigor around our interview process. Money well spent to reduce the risk of hiring the wrong candidates! We even had candidates apply for posi:ons since then simply because our job ads were so well wri9en!”

Megan MoQo CEO Consult Australia

Page 5

Light Up Your Workforce®

Ignite Global Licensing, Pty, Ltd. © 2016 All Rights Reserved www.IgniteGlobal.com

From The Flintstones to The Jetsons: 7 Steps to Modernize Your Stone Age People Prac=ces and Win the War for Talent in Our Digitally Connected, Globally Oriented World Session 4: Evidence Based Interviewing Have you ever interviewed Dr. Jekyll and had Mr. Hyde walk through the door? If you have it’s probably because you made one of three common mistakes most hiring managers make at some point. You will learn In this session you will learn how to avoid these mistakes by gathering evidence of what the candidate has done in the past. Because ader all…it’s not what the candidate ‘would do’ it’s what they ‘did do’ in the past that is a much beTer indicator of what they ‘will do’ for you. Evidence Based Interview [email protected] (based on the PGS Job [email protected] developed in Session 1) and thorough and truthful reference checks - from actual former employers and not their friend Mike down the street - are the only way that you can get a clear picture of your [email protected] new hire - the good, the bad and the ugly. Outcome You will walk away from this session having a thorough understanding of how to develop, ask and get truthful answers to interview [email protected] that are specifically designed to match the suitability of the candidate to the role and company. You will also understand how to complete a thorough and truthful reference check on candidates. You will gain experience in designing great [email protected] to elicit answers to determine whether or not candidates are the right fit for the PGS Job [email protected] you completed in Session 1. Resource: Bank of Evidence Based Interview [email protected] and Reference Check Template Real Results “Okay, I knew your stuff was gold - but your stuff is GOLD! ATer all of the interviews and back and forth, we ended up hiring someone for the Digital Content Produc:on role who is perfect. …normally, we would have hired one of the other two guys we were looking at. But aTer wri:ng out the JD and going through it with them, we realized he was the right choice. Meanwhile, one of the other guys has a solid sales background - so we offered him a BDM role. Wrote out the JD. Offered him a totally reasonable - and quite high - package. And he Page 6

Light Up Your Workforce®

Ignite Global Licensing, Pty, Ltd. © 2016 All Rights Reserved www.IgniteGlobal.com

From The Flintstones to The Jetsons: 7 Steps to Modernize Your Stone Age People Prac=ces and Win the War for Talent in Our Digitally Connected, Globally Oriented World flipped. He couldn't cope with the fact we weren't telling him day-to-day what he had to do. He couldn't cope with the fact that his KPIs were mandated from the outset. So, we decided not to hire him.Saving ourselves not only a $90k base salary - but what would have been a nightmare couple of months working with someone who didn't want to do the work. Everyone in the company is in awe. We're all like - OMG! WE HAVE A SYSTEM THAT WORKS! So THANK YOU - your stuff has been hugely beneficial.” Leela Cosgrove CEO Strategic Anarchy

Session 5: Emotional On Boarding 22% of employee turnover occurs in the first 45 days of employment. You only have one chance to make a first impression. The first few weeks are [email protected] to a new hire’s success. You will learn In this session you will learn how to ensure that they [email protected] disconnect from their old job and connect to yours as quickly as possible by helping them become as [email protected] as possible and helping them feel like part of the team. Eff[email protected] on boarding begins with the offer and has nothing to do with paperwork, computer passwords or ID badges. Outcome You will have a thorough understanding of the 2 key components of a successful on boarding process and a framework and checklists to help you design your own system that works. Resource: [email protected] On Boarding Framework and Sample Checklists

Page 7

Light Up Your Workforce®

Ignite Global Licensing, Pty, Ltd. © 2016 All Rights Reserved www.IgniteGlobal.com

From The Flintstones to The Jetsons: 7 Steps to Modernize Your Stone Age People Prac=ces and Win the War for Talent in Our Digitally Connected, Globally Oriented World Session 6: Mind Reading for Managers Once you have the right people on board you must keep them engaged and [email protected] Replacing staff is expensive. It costs between 50 - 200% of an employee’s annual salary to replace them. But having [email protected], [email protected] employees is also expensive. Gallup [email protected] that every employee who is not fully engaged costs you 1/3 of their annual salary in lost [email protected] Research shows that the best way to ensure that your staff are fully [email protected], engaged, [email protected] and consistently perform at the highest levels is to have regular [email protected] with them about those things that maTer to them. A Towers Watson study revealed that companies with [email protected] systems like these outperform their peers by a factor of 1.7. Unfortunately, most managers don’t talk to their staff enough, don’t know what to talk about or how to talk to them. That’s why we have developed the 5 FOCUSed [email protected] for Greater Employee Engagement and [email protected] framework. These 5 [email protected] topics target the sweet spot where the needs of the [email protected] intersect with the needs of the staff. These 5 [email protected] will also enhance (or completely replace) your outdated, ineff[email protected] and extremely expensive performance review / appraisal processes. You will learn In this session you will learn what the 5 FOCUSed [email protected] entail and how to implement them to manage their performance (using the PGS Job [email protected] developed in Session 1). You will also learn how to use them to uncover their [email protected]@ons, leverage their strengths, manage and [email protected] their weaknesses and talk earnestly about the career development plans. Outcome You will have a proven, easy to apply framework for structured one on one [email protected] with direct reports - guaranteed to increase employee engagement and [email protected] Page 8

Light Up Your Workforce®

Ignite Global Licensing, Pty, Ltd. © 2016 All Rights Reserved www.IgniteGlobal.com

From The Flintstones to The Jetsons: 7 Steps to Modernize Your Stone Age People Prac=ces and Win the War for Talent in Our Digitally Connected, Globally Oriented World Resource: Mind Reading for Managers book, FOCUSed [email protected] Calendar, [email protected] Starters Real Results “I took over the Electrical Sec:on around the :me the company engaged Ignite Global. At that :me our sec:on had the highest employee turnover in the region, the lowest employee engagement scores and the lowest profitability per head. I knew something needed to change and adopted the concepts Kim taught straight away. We now have the lowest employee turnover, highest engagement scores and highest profitability per head in the region.” Yogesh Maharaj, Principal Building Services Sec=on Manager for Sydney Region Northrop Consul=ng Engineers "We've successfully used the Mind Reading for Managers / 5 FOCUSed Conversa:ons program to completely replace our annual performance appraisals. No one liked our old system and it was very :me consuming for both managers and staff. Not only did this program achieve our goal of elimina:ng performance appraisals, we immediately no:ced a reduc:on in re-work aTer implemen:ng this program, which has a direct impact to our bo9om line. Even our most skep:cal of managers has come to embrace the monthly conversa:ons.” Robert Shelton CPA, CTA Managing Director DFK Everalls “For the first :me in years our performance reviews were completed in a more :mely manner, with li9le chasing up with the managers. Not only that, instead of just checking boxes there were actual development plans that had been documented and discussed.” Michelle Goade HR Coordinator Lactalis American Group

Page 9

Light Up Your Workforce®

Ignite Global Licensing, Pty, Ltd. © 2016 All Rights Reserved www.IgniteGlobal.com

From The Flintstones to The Jetsons: 7 Steps to Modernize Your Stone Age People Prac=ces and Win the War for Talent in Our Digitally Connected, Globally Oriented World Session 7: Implementation Week Our last session will be open discussion where I will facilitate a discussion with the group to use the frameworks and tools you have just learned to solve any people challenge (past, current or [email protected]) in your business.

Who This Program Is For This 7 session, live, online series is designed for business owners and people managers who want to increase their boTom line and decrease their own workload and stress by: • Hiring beTer quality candidates to do the job more eff[email protected] with less supervision • Reducing employee turnover or churn • Increasing employee engagement and [email protected]@on • Increasing employee [email protected] and performance • Enhancing or [email protected] the annual or bi-annual performance review / appraisal systems This program is suitable for small organiza=ons who cannot jus=fy an in-house training program as well as for larger organiza=ons who want to take this content / approach for a ‘test drive’.

Who This Program is NOT For This program is NOT for business owners or people managers who are wedded to old school methodologies. This program will challenge [email protected] wisdom (it will also be a lot of fun!)

Why This Program Works Our clients tell us that our programs work because they break some very complex issues / concepts down into [email protected] frameworks and easy to use tools. The results speak for themselves.

Page 10

Light Up Your Workforce®

Ignite Global Licensing, Pty, Ltd. © 2016 All Rights Reserved www.IgniteGlobal.com

From The Flintstones to The Jetsons: 7 Steps to Modernize Your Stone Age People Prac=ces and Win the War for Talent in Our Digitally Connected, Globally Oriented World

Investment When you enroll into our first ever public workshop you will receive: • • • • • • • •

Seven, 90 minute live sessions (delivered via [email protected] and beginning end of January 2017) including 60 minutes of content and 30 minutes of [email protected] / answer per session PGS Job [email protected] Template and Examples (Your secret weapon to hiring the best and holding them accountable for top performance) 64 Ways to Source 64 Candidates (A list of outside the box methods to source top talent) Interview framework and handbook, reference check template and bank of 'Evidence Based Interview [email protected]’ based on my personal experience interviewing over 5,000 candidates On boarding framework and checklists Mind Reading for Managers book complete with over 30 tools and exercises to embed the 5 FOCUSed [email protected] framework into your [email protected] A sample calendar to help you break the 5 FOCUSed [email protected] down into bite sized chunks and to roll them out over a 12 month period A list of [email protected] Starters designed to help you get the ball rolling in each of your one on one [email protected] with direct reports

[email protected], if you secure your place by December 15th I will include: • A 20% discount for early bird [email protected] • A 60 minute, one on one strategy session with me • Ditch Your Annual Performance Reviews Insight Paper [email protected] research on what companies like DeloiTe, Adobe and GE are doing in lieu of their annual performance review process This total package includes: • $2,500 worth of training per individual • Over $5,000 worth of resources if sold separately • $500 individual strategy session For being part of my first ever public workshop I am offering this to you at an investment of only $1,250 per person - $997 if you register by December 15th. NOTE: This price is per person - not per site. If you would like to speak with me about a volume discount for [email protected] people per company please contact me directly. This price will go up significantly in the future - so don’t delay!

Page 11

Light Up Your Workforce®

Ignite Global Licensing, Pty, Ltd. © 2016 All Rights Reserved www.IgniteGlobal.com

From The Flintstones to The Jetsons: 7 Steps to Modernize Your Stone Age People Prac=ces and Win the War for Talent in Our Digitally Connected, Globally Oriented World

Dates / Times Tentative Dates (Based Upon Participants’ Availability) Australia: Time (Sydney): 9 - 10:30 AM Dates: • January 27 • February 3, 10, 17 • March 3, 10, 17 US: Time (New York): 5:30 - 7:00 PM Dates: • January 26 • February 2, 9, 16 • March 2, 9, 16 (Time for 16th 6:30 - 8PM due to DST)

Page 12

Light Up Your Workforce®

Ignite Global Licensing, Pty, Ltd. © 2016 All Rights Reserved www.IgniteGlobal.com

From The Flintstones to The Jetsons: 7 Steps to Modernize Your Stone Age People Prac=ces and Win the War for Talent in Our Digitally Connected, Globally Oriented World

About Us Ignite Global is an international Consulting and Training firm that helps companies hire, inspire and retain top talent by disrupting outdated human capital practices and replacing them with Social Age Talent™ Solutions required to compete in today’s digitally connected, globally oriented world. Ignite’s Founder and CEO, Kim Seeling Smith began her career as a CPA and Management Consultant with KPMG, then subsequently spent 15 years managing international recruitment firms. During this time Kim personally interviewed over 5,000 people, making her one of the world’s leading experts in hiring top talent. This experience also gave her a front-row seat to study why some companies are great at attracting and engaging top talent while others constantly struggle with low employee performance and productivity and high employee turnover. Kim founded Ignite Global in April, 2009 and has spent the last seven years working with large and small organizations who are willing to shatter old school paradigms and embrace new and much more effective ways of attracting and engaging staff. Recent Projects Include: • Author of Mind Reading for Managers: 5 FOCUSed conversa:ons for Greater Employee Engagement and Produc:vity • Co-author (with personal development guru and mega author Brian Tracy) of 101 Great Ways to Enhance Your Career. • Invited to judge 2012, 2013 & 2014 Australian HR Awards and 2014 Middle East HR Excellence Awards in Dubai • Appointed as a Subject MaTer Expert to advise US based, mul=-na=onal financial services firm’s global Senior Leadership Project Team on increasing employee engagement within the company. • Engaged by Fortune 500, high tech firm to design a 250 piece, talent life cycle program for their 35,000 Value Added Resellers. This included reviewing all externally sourced content and [email protected] with original thought leadership.

Page 13

Light Up Your Workforce®

Ignite Global Licensing, Pty, Ltd. © 2016 All Rights Reserved www.IgniteGlobal.com