Transcript Document 7125493

Conrad
Hilton …
Conrad Hilton, at a gala celebrating his
career, was called to the podium and
“What were the
most important
lessons you learned
in your long and
distinguished
career?” His answer …
asked,
“REMEMBER
TO TUCK THE
SHOWER
CURTAIN INSIDE
THE BATHTUB.”
“Decisions are
made by those
who show up.”
—Aaron Sorkin
(+Mark McCormack’s
3K/5M
“rule”)
2X: “When Friedman
slightly
curved the right angle of
an entrance corridor to one
property, he was ‘amazed at the
magnitude of change in pedestrians’
behavior’—the percentage who
entered increased from one-third to
nearly two-thirds.” —Natasha Dow Schull,
Addiction By Design: Machine Gambling in Las Vegas
Machine Gambling
“Pleasing” odor #1 vs.
“pleasing” odor #2:
+45%
revenue
Source: “Effects of Ambient Odors on Slot-Machine Useage in Las Vegas
Casinos,” reported in Natasha Dow Schull, Addiction By Design:
Machine Gambling in Las Vegas (66% revenue, 85% profit)
Glaring Eyes:
-62%
Source: PLOS ONE (via The Atlantic CITIES /0429.13)
“Flash! When I work with experimental digital gadgets, I am always
reminded of how small changes in the details of a digital design can have
profound unforeseen effects on the experiences of the people who are
playing with it. The slightest change in something as seemingly trivial as
For
instance, Stanford University
researcher Jeremy Bailinson has
demonstrated that changing the
height of one’s avatars in
immersive virtual reality
transforms self-esteem and
social self-perception. Technologies are
the ease of use of a button can sometimes alter behavior patterns.
extensions of ourselves, and, like the avatars in Jeremy’s lab, our identities
can be shifted by the quirks of gadgets. It is impossible to
work with information technology without also engaging in
social engineering.” —Jaron Lanier, You Are Not a Gadget
“You get a sense of the scale and intricacy
of the task by considering the sound effects
alone: The game contains 54,000 pieces of
audio and 40,000 lines of dialogue.
are
2,700
There
different
noises for footsteps alone
depending on whose foot is
stepping on what.”
—Sam Leith on Halo 3, from Jane McGonigal, Reality Is Broken:
Why Games Make Us Better and How They Can Change the World
Big carts =
Source: Wal*Mart
120-oz container to ketchup-bottle size laundrydetergent concentrate (100% conversion): 1/4th
packaging; 1/4th weight; 1/4th cost to ship;
1/4th space on ships, trucks, shelves. 3
95M #s plastic resin saved,
125M #s cardboard conserved, 400M
less gallons of water shipped, 500K
gallons less diesel fuel, 11M less #s CO2
years:
released)
Source: Force of Nature: The Unlikely Story of Walmart’s Green Revolution , Edward Humes
LITTLE =
<TGW
and …
>TGR
[Things Gone
WRONG- Things Gone RIGHT.]
“… IT IS
THE
GAME.”
“crack the code on
how your company
can develop and
live
its
unique story”
139,380 former
patients from 225 hospitals:
Press Ganey Assoc:
NONE
of THE top 15
factors determining Patient Satisfaction
referred to patient’s health outcome
P.S. directly related to Staff Interaction
P.P.S. directly correlated with Employee
Satisfaction
Source: Putting Patients First, Susan Frampton, Laura Gilpin, Patrick Charmel
“What matters most
to a company over time?
Strategy or culture?
WSJ/0910.13:
Dominic Barton, MD, Mc Kinsey & Co.:
“Culture.”
B(I) >
B(O)
“If I could have chosen not to tackle the IBM culture head-
on, I probably wouldn’t have. My bias coming in was toward
strategy, analysis and measurement. In comparison,
changing the attitude and behaviors of hundreds of
[Yet] I
came to see in my time at
IBM that culture isn’t just
thousands of people is very, very hard.
one aspect of the game
IT IS THE
GAME.”
—
—Lou Gerstner, Who Says Elephants Can’t Dance
“Why in the
World did you
go to Siberia?”
An emotional, vital,
innovative, joyful, creative,
entrepreneurial endeavor that elicits
maximum
Enterprise* (*at its best):
concerted human
potential in the
wholehearted pursuit of
EXCELLENCE in
service of others.**
**Employees, Customers, Suppliers, Communities, Owners, Temporary partners
Hard is Soft.
Soft is Hard.
“BUSINESS HAS TO GIVE PEOPLE ENRICHING,
OR IT'S
SIMPLY NOT
WORTH
DOING.”
REWARDING LIVES …
—Richard Branson (1/4,096)
“In a world where customers wake up
every morning asking, ‘What’s new, what’s
different, what’s amazing?’ success
depends on a company’s ability to unleash
initiative, imagination and passion of
—and this can
only happen if all those folks
are connected heart and soul
to their work [their ‘calling’],
their company and their
mission.” —John Mackey and Raj Sisoda, Conscious
employees at all levels
Capitalism: Liberating the Heroic Spirit of Business
“You have to
treat your
employees like
customers.”
—Herb Kelleher,
upon being asked his “secret to success”
Source: Joe Nocera, NYT, “Parting Words of an Airline Pioneer,”
on the occasion of Herb Kelleher’s retirement after 37 years at Southwest
Airlines (SWA’s pilots union took out a full-page ad in USA Today
thanking HK for all he had done) ; across the way in Dallas, American
Airlines’ pilots were picketing AA’s Annual Meeting)
"When I hire
someone, that's
when I go to
work for
them.”
—John DiJulius, "What's the Secret to
Providing a World-class Customer Experience"
“Employees who
don't feel significant
rarely make
significant
contributions.”
—Mark Sanborn
"If you want staff to
give great service,
give great service to
staff."
—Ari Weinzweig, Zingerman's
If you want to
WOW your
customers then you
must first WOW
those who WOW the
customers!
hostmanship
“The path to a
culture paradoxically does not go through
the guest. In fact it wouldn’t be totally wrong to say that the guest has nothing to
do with it. True hostmanship leaders focus on their employees. What drives
exceptionalism is finding the right people and getting them to love their work and
see it as a passion. ... The guest comes into the picture only when you are ready to
ask, ‘Would you prefer to stay at a hotel where the staff love their work or where
“We went
through the hotel and made a ...
‘consideration renovation.’ Instead of
redoing bathrooms, dining rooms, and
guest rooms, we gave employees new
uniforms, bought flowers and fruit, and
changed colors. Our focus was totally on
management has made customers its highest priority?’”
the staff. They were the ones we wanted
to make happy. We wanted them to wake up every morning excited
about a new day at work.” —Jan Gunnarsson and Olle Blohm, Hostmanship:
The Art of Making People Feel Welcome.
“We are a
‘Life
Success’
Company.”
Dave Liniger, founder, RE/MAX
“The organization would
ultimately win not
because it gave agents
more money, but
because it gave them
a chance for better
lives.” —Phil Harkins & Keith Hollihan,
Everybody Wins, on
RE/MAX
“The role of the Director is to
create a space where the actors
BECOME
MORE THAN THEY’VE
EVER BEEN BEFORE,
MORE THAN THEY’VE
DREAMED OF BEING.”
and actresses can
—Robert Altman, Oscar acceptance speech
BRAND =
TALENT.
Our Mission
TO DEVELOP AND MANAGE TALENT;
TO APPLY THAT TALENT,
THROUGHOUT THE WORLD,
FOR THE BENEFIT OF CLIENTS;
TO DO SO IN PARTNERSHIP;
TO DO SO WITH PROFIT.
WPP
… NO LESS THAN
CATHEDRALS
IN WHICH
THE FULL AND AWESOME
POWER OF THE IMAGINATION
AND SPIRIT AND NATIVE
ENTREPRENEURIAL FLAIR OF
DIVERSE INDIVIDUALS IS
UNLEASHED IN PASSIONATE
PURSUIT OF … EXCELLENCE.
Oath of Office: Managers/Servant Leaders
Our goal is to serve our customers brilliantly and profitably over
the long haul.
Serving our customers brilliantly and profitably over the long
haul is a product of brilliantly serving, over the long haul, the
people who serve the customer.
Hence, our job as leaders—the alpha and the omega and
everything in between—is abetting the sustained growth
and success and engagement and enthusiasm and
commitment to Excellence of those, one at a time, who
directly or indirectly serve the ultimate customer.
We—leaders of every stripe—are in the “Human Growth and
Development and Success and Aspiration to Excellence
business.”
“We” [leaders] only grow when “they” [each and every one of our colleagues] are
growing.
“We” [leaders] only succeed when “they” [each and every one of our colleagues]
are succeeding.
“We” [leaders] only energetically march toward Excellence when
“they” [each and every one of our colleagues] are energetically marching
toward Excellence.
Period.
A 15-Point Human Capital Development Manifesto
1. “Corporate social responsibility” starts at home—i.e.,
inside the enterprise! MAXIMIZING GDD/Gross
Domestic Development of the workforce is the primary
source of mid-term and beyond growth and
profitability—and maximizes national productivity and
wealth.
2. Regardless of the transient external situation,
development of “human capital” is always the #1
priority. This is true in general, in particular in difficult
times which demand resilience—and uniquely true in
this age in which IMAGINATIVE brainwork is de facto the
only plausible survival strategy for higher wage nations.
(Generic “brainwork,” traditional and dominant “whitecollar activities, is increasingly being performed by
exponentially enhanced artificial intelligence.)
The Memories That Matter
The people you developed who went on to
stellar accomplishments inside or outside
the company.
The (no more than) two or three people you developed who went on to
create stellar institutions of their own.
The long shots (people with “a certain something”) you bet on who
surprised themselves—and your peers.
The people of all stripes who 2/5/10/20 years
later say “You made a difference in my life,”
“Your belief in me changed everything.”
The sort of/character of people you hired in general. (And the bad
apples you chucked out despite some stellar traits.)
A handful of projects (a half dozen at most) you doggedly pursued that
still make you smile and which fundamentally changed the way
things are done inside or outside the company/industry.
The supercharged camaraderie of a handful of Great Teams aiming to
“change the world.”
“life and
death
decisions”
Promotion Decisions
“life and
death
decisions”
Source: Peter Drucker, The Practice of Management
2/YEAR =
LEGACY.
“A man should never
be promoted to a
managerial position if his
vision focuses on people’s
weaknesses rather than on
their strengths.” —Peter Drucker,
The Practice of Management
From
sweaters to
people!*
Les Wexner:
*Limited Brands founder Les Wexner queried on astounding longterm success—said, in effect, it happened because he got
as excited about developing people as he had been about
predicting fashion trends in his early years
53 = 53
“The key difference between checkers and
chess is that in checkers the pieces all move
the same way, whereas in chess all the pieces
DISCOVER
WHAT IS UNIQUE ABOUT
EACH PERSON AND
CAPITALIZE ON IT.”
move differently. …
—Marcus Buckingham, The One Thing You Need to Know
70 CENTS
“Development can help great
people be even BETTER—BUT
IF
I HAD A DOLLAR TO
SPEND, I’D SPEND 70
CENTS GETTING THE
RIGHT PERSON IN THE
DOOR.”
—Paul Russell, Director, Leadership and Development, Google
the
most important
aspect of business
and yet remains woefully
misunderstood.”
“In short, hiring is
Source: Wall Street Journal, 10.29.08,
review of Who: The A Method for Hiring,
Geoff Smart and Randy Street
“… this will be
the woman’s
century …”
—President Dilma Rousseff of Brazil,
1st woman to keynote the United Nation General Assembly
“Forget CHINA,
INDIA and the
INTERNET: Economic
Growth Is Driven by
WOMEN.”
Source: Headline, Economist
W>
2X (C + I)*
*“Women now drive the global economy. Globally, they control about $20
trillion in consumer spending, and that figure could climb as high as
$28 trillion in the next five
years
. Their $13 trillion in total yearly earnings could reach $18
trillion in the same period.
In aggregate, women represent a growth market bigger than China and
India combined—more than twice as big in fact. Given those numbers, it would be foolish to ignore or underestimate
the female consumer. And yet many companies do just that—even ones that are confidant that they have a winning
strategy when it comes to women. Consider Dell’s …”
Source: Michael Silverstein and Kate Sayre, “The Female Economy,” HBR, 09.09
“AS
LEADERS,
WOMEN
RULE:
New Studies find that
female managers outshine their male
counterparts in almost every measure”
TITLE/ Special Report/ BusinessWeek
Women’s Negotiating Strengths
*Ability to put themselves in their
counterparties’ shoes
*Comprehensive, attentive and detailed
communication style
*Empathy that facilitates trust-building
*Curious and attentive listening
*Less competitive attitude
*Strong sense of fairness and ability to persuade
*Proactive risk manager
*Collaborative decision-making
Source: Horacio Falcao, Cover story/May 2006, World Business, “Say It
Like a Woman: Why the 21st-century negotiator will need the female touch”
Warren Buffett
Invests Like a Girl:
And Why You
Should Too
—Louann Lofton,
“C-level”?!!
In the Army, 3-star
generals worry about
training. In most
businesses, it's a “ho
hum” mid-level staff
function.
I would hazard a guess
that most CEOs see IT
investments as a
“strategic necessity,”
but see training
expenses as “a
necessary evil.”
Container Store
270/16
10/>100
SERGEANTS
If the regimental commander lost most of his
2nd lieutenants and 1st lieutenants and captains
If he
lost his sergeants it
would be a
catastrophe. The Army and the
and majors, it would be a tragedy.
Navy are fully aware that success on the
battlefield is dependent to an extraordinary
degree on its Sergeants and Chief Petty
Officers. Does industry have the same
awareness?
“People leave
managers not
companies.”
—Dave Wheeler
“The
4 most
important
words in any
organization are …
THE FOUR MOST IMPORTANT WORDS IN ANY ORGANIZATION
“WHAT
DO YOU
THINK?”
ARE …
Source: courtesy Dave Wheeler, posted at tompeters.com
“The deepest principal
in human nature is the
craving* to be
appreciated.”
—William James
*“Craving,” not “wish” or “desire” or
“longing”/Dale Carnegie, How to Win
Friends and Influence People (“The BIG
Secret of Dealing With People”)
“Yes, but …”
“Yes, and …”
“THE DOCTOR
INTERRUPTS
AFTER …*
*Source: Jerome Groopman, How Doctors Think
18 …
SECONDS!
[An obsession with] Listening is ... the ultimate mark
of
Listening
Listening
Listening
Listening
Listening
Listening
Listening
is
is
is
is
is
is
is
...
...
...
...
...
...
...
Listening
Listening
Listening
Listening
is
is
is
is
...
...
...
...
the heart and soul of Engagement.
the heart and soul of Kindness.
the heart and soul of Thoughtfulness.
the basis for true Collaboration.
the basis for true Partnership.
a Team Sport.
a Developable Individual Skill.* (*Though women
are far better at it than men.)
the basis for Community.
the bedrock of Joint Ventures that work.
the bedrock of Joint Ventures that grow.
the core of effective Cross-functional
Communication* (*Which is in turn Attribute #1 of
organizational effectiveness.)
[cont.]
Respect
.
Best Listeners Win …
“IF YOU DON’T
LISTEN, YOU
DON’T SELL
ANYTHING.”
—Carolyn Marland
10 Essential Selling Principles Most Salespeople Get Wrong
1. Assuming the problem that the prospect communicates is
the real problem.
2. Thinking that your sales “presentation” will seal the deal.
3.
Talking too much.
4. Believing that you can sell anybody anything.
5. Overeducating the prospect when you should be selling.
6. Failing to remember that salespeople are decisionmakers, too.
7. Reading minds.
8. Working as an “unpaid consultant” to seal the deal.
9. Being your own worst enemy.
10. Keeping your fingers crossed that a prospect doesn’t
notice a problem.
Source: Forbes/0503.13
*8 of 10 sales
presentations fail
*50% failed sales
presentations … talking
“at” before listening!
—Susan Scott, “Let Silence Do the Heavy Listening,” chapter title,
Fierce Conversations: Achieving Success at Work and in Life,
One Conversation at a Time
“I always write
‘LISTEN’ on
the back of my hand
before a meeting.”
Source: Tweet viewed @tom_peters
LISTEN =
“PROFESSION” =
STUDY = PRACTICE =
EVALUATION =
ENTERPRISE VALUE
“We live with a value system that I call the Extrovert Ideal—the omnipresent belief that the ideal self
is gregarious, alpha, and comfortable in the spotlight. The archetypal extrovert prefers action to
contemplation, risk-taking to heed-taking, certainty to doubt. … We think that we value individuality,
but all too often we admire one type of individual … Introversion is now a second-class personality
The Extrovert Ideal has been documented in
many studies. Talkative people, for example, are
rated as smarter, better looking, more interesting,
and more desirable as friends. Velocity of speech
counts as well as volume: We rank fast talkers as
more competent and likeable than slow ones. But
we make a grave mistake to embrace the
Extrovert Ideal so unthinkingly. … As the science journalist Winifred
trait. …
Gallagher writes, ‘The glory of the disposition that stops to consider stimuli rather than rushing to
engage with them is its long association with intellectual and artistic achievement. Neither E = mc
squared or Paradise Lost was dashed off by a party animal.’ Even in less obviously introverted
occupations, like finance, politics, and activism, some of the greatest leaps forward were made by
introverts … figures like Eleanor Roosevelt, Warren Buffett and Gandhi achieved what they did not in
spite of but because of their introversion.”
—Susan Cain,
Quiet:
The Power of Introverts in a World That Can’t Stop Talking
“If you are a manager, remember that one third to one half of your workforce is
probably introverted, whether they appear that way or not. Think twice about how you
design your organization’s office space. Don’t expect introverts to get jazzed up about
open office plans or, for that matter, lunchtime birthday parties or teambuilding
these are the
people who can help you think deeply,
strategize, solve complex problems, and
spot canaries in your coal mine. … Also remember
retreats. Make the most of introverts’ strengths—
the dangers of the new groupthink. If it’s creativity you’re after, ask your employees to
Don’t mistake
assertiveness or elegance for good ideas.
If you have a proactive workforce (and I
hope you do), remember that they may
perform better under an introverted leader
than under an extroverted or charismatic
one.” —Susan Cain, Quiet: The Power of Introverts in a World That Can’t Stop Talking
solve problems alone before sharing their ideas …
“The essence of
intelligence would seem to
be in knowing when to
think and act quickly, and
knowing when to think and
act slowly.”
Wait:
—Robert Sternberg, in Frank Partnoy,
The Art and Science of Delay
“When we thin slice, we reach
powerful unconscious
conclusions about others in
Unfortunately,
they are often
wrong.”
seconds.
—Frank Partnoy, Wait: The Art and Science of Delay
“In a gentle
way, you can
shake the
world.”
—Gandhi, from Susan Cain,
Quiet: The Power of Introverts in a World That Can’t Stop Talking
“SUCK
DOWN
FOR
SUCCESS!”
Loser:
“He’s such a
suck-up!”
Winner:
“He’s such a
suck-down.”
“Success doesn’t depend on the number of
people you know; it depends on the number
of people you know in
high places!”
or
“Success doesn’t depend on the number of
people you know; it depends on the number
of people you know in
low
places!”
George Crile (Charlie Wilson’s War) on Gust
“He had
become something of a
legend with these
people who manned the
underbelly of the
Agency [CIA].”
Avarkotos’ strategy:
“I got to
know his
secretaries.”
—Dick Parsons
(as CEO Time Warner, on successfully dealing with Carl Icahn)
S = ƒ(#&DR; -2L, -3L, -4L, I&E)
Success is a function of: Number and depth of relationships
2, 3, and 4 levels down inside and outside the organization
S = ƒ(SD>SU)
Sucking down is more important than sucking up—the idea is
to have the [your] entire organization working for you
S = ƒ(#non-FF, #non-FL)
Number of friends, number of lunches with people not in my
function
S = ƒ(#XFL/m)
Number of lunches with colleagues in other
functions per month
S = ƒ(#FF)
Number of friends in the finance organization
“[Women] see
power
in terms of
influence,
not rank.”
—Fortune
XFX = #1*
*Cross-Functional eXcellence
Never
waste a
lunch!
“Allied commands depend on
mutual confidence
and this confidence is
gained, above all
development
of friendships.”
through the
—General D.D. Eisenhower, Armchair General*
*“Perhaps his most outstanding ability [at West Point]
he made friends and earned
the trust of fellow cadets who came from
widely varied backgrounds; it was a quality that would pay
was the ease with which
great dividends during his future coalition command.”
"It became necessary to develop
medicine as a cooperative science;
the clinician, the specialist, the
laboratory workers, the nurses
uniting for the good of the patient,
each assisting in the elucidation of
the problem at hand, and each
dependent upon the other for
support.”
—Dr. William Mayo,
1910
“Competency is
irrelevant if we don’t
share common
values.”
—Mayo Clinic exec, from Leonard Berry & Kent Seltman,
“Orchestrating the Clues of Quality,” Chapter 7 from Management Lessons From Mayo Clinic
hundreds of
times better here
“I am
[than
because of
the support system. It’s like
you were working in an
organism; you are not a
single cell when you are out
there practicing.’”
in my prior hospital assignment]
—quote from Dr. Nina Schwenk, in
Chapter 3, “Practicing Team Medicine,” from Leonard Berry & Kent Seltman,
from Management Lessons From Mayo Clinic
"The personnel committees on all three
campuses have become aggressive in
addressing the issue of physicians who
are not living the Mayo value of
exhibiting respectful, collegial behavior
Some
physicians have been
suspended without pay
or terminated.”
to all team members.
—Leonard Barry & Kent Seltman,
Management Lessons from Mayo Clinic
WOW!!
Observed closely: The use of
or
“we”
“I”
during a
job interview.
Source: Leonard Berry & Kent Seltman, chapter 6, “Hiring for Values,”
Management Lessons From Mayo Clinic
Every week every
swimmer reports
on how he helped
a teammate
Source: Skip Kenney, Stanford men’s swimming coach,
31 consecutive PAC10 championships, 7 NCAA championships
eLunch!
“Customer engagement is moving
from relatively isolated market
transactions to deeply connected
and sustained social
relationships. This basic change
in how we do business will make
an impact on just about
everything we do.”
Social Business By Design: Transformative Social Media
Strategies For the Connected Company —Dion Hinchcliffe & Peter Kim
MillerCoors: Gender imbalance. Women odf Sales peer
support. Private network, Attrition plummeted.
Teva Canada: Supply chain excellence achieved. SharePoint/troubleshooting/Strategy-Nets/hooked to other
functions; Moxie social tools, document editing, etc.
IBM: Social business tools/30 percent drop in project
completion time/300K on LinkedIn, 200K on Facebook
Bloomberg: Mobi social media analytics prelude to stock
performance
Intuit: struggling against H&R Block temp
staffing/customers #1 asset/Live Community, focused on
help with transactions (not general, embedded in TurboTax
Social Business By Design: Transformative Social Media Strategies
For the Connected Company —Dion Hinchcliffe & Peter Kim
Wow
Retail Superstars:
Inside the 25 Best
Independent Stores
in America
—by George Whalin
Jungle Jim’s International Market, Fairfield, Ohio: “An
adventure in
‘shoppertainment,’
as Jungle Jim’s
1,600
cheeses and, yes, 1,400 varieties of hot
sauce —not to mention 12,000 wines priced
from $8 to $8,000 a bottle; all this is brought to
you by 4,000 vendors. Customers come from every
calls it, begins in the parking lot and goes on to
corner of the globe.”
Bronner’s Christmas Wonderland, Frankenmuth, Michigan,
98,000-square-foot “shop” features the
likes of 6,000 Christmas ornaments, 50,000
trims, and anything else you can name if it pertains to
pop 5,000:
Christmas.
Source: George Whalin, Retail Superstars
“Be the best.
It’s the only
market that’s
not crowded.”
From: Retail Superstars: Inside the 25 Best
Independent Stores in America, George Whalin
Kevin Roberts’ Credo
1. Ready. Fire! Aim.
2.
3.
4.
5.
6.
7.
8.
9.
If it ain’t broke ... Break it!
Hire crazies.
Ask dumb questions.
Pursue failure.
Lead, follow ... or get out of the way!
Spread confusion.
Ditch your office.
Read odd stuff.
10.
AVOID MODERATION!
14,000
20,000
14,000/eBay
20,000/Amazon
30/Craigslist