presentation by mario derba at ambrosetti human resources workhop
Post on 13-Jun-2015
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La sfida di valorizzare
e motivare le risorse umane
in un’Azienda globale
Since 2005 at Microsoft
EPG Lead – Italy,
Italy Managing Director, then
Western Europe Senior Director
25 years IT sales & svcs international experience
To enable
people and
businesses
throughout
the world to
realize their
full potential
“To Enable People And Businesses Throughout The World Realize Their Full Potential”
As A Company, And As Individuals, We Value:
Integrity And Honesty
Passion For Customers, For Our Partners, And For Technology
Openness And Respectfulness
Taking On Big Challenges And Seeing Them Through
Constructive Self-Criticism, Self-Improvement, And Personal Excellence
Accountability To Customers, Shareholders, Partners, And Employees For Commitments, Results, And Quality
88 89 91 92 93 94 95 97 98 99 00 01 Today
5.600
19.641
96 90
84.000
Role-modeling Fostering
understanding
and conviction
Developing
talent
and skills
Reinforcing
with formal
mechanisms
Behavior
and mindset
shifts
Direction
Coordination &
Control
Account-ability
Leadership External
Orientation Innovation
Capability Motivation
Environment &
Vaues
Where are you today and
where do you want to go?
What do you need to
do to get there?
How do you lead the
implementation?
Performance Profile
Understand current
performance and set
aspirations for the future
based on a diagnosis of
the nine elements of
organizational
performance
Tailored
Implementation
Architect an
implementation program
and make choices
around tailoring the
changes
Influence Model
Develop a set of initiatives required to
change mindsets and
behaviors and close the
existing performance
gaps
The Influence Model forms the second phase of the Performance Leadership approach
The Influence Model consists of four change levers designed to shift mindset and behaviors
"I will change my own behavior if…"
Role-modeling
“I see superiors, peers
and subordinates
behaving in the new
way”
Fostering
understanding and
conviction
“I know what is
expected of me – I
agree with it, and it is
meaningful”
Developing talent and
skills
“I have the skills and
competencies to behave
in the new way”
Reinforcing with
formal mechanisms “The structures,
processes and systems
reinforce the change in
behavior I am being
asked to make”
My Microsoft
Management Excellence
Talent Management
Workplace Advantage
Off-the-record
9
10
We’re making it easier than
ever to create a high-quality
career development plan…
…and for managers to
provide the targeted
and relevant coaching
employees are asking for
From Culture
Features and technology
Product focus
Last minute heroics
Activity-focus
Solve for my P&L
Individual-focused
Opacity
“Aspire To” Culture
Solutions and services
Customer focus
Disciplined execution
Results-focus
Solve for Microsoft
Collaborative
Transparency
Management Excellence
CAREER EVENTS
Manager Ramp Up
Manager (M1)
Foundation
Midterm
Pivotal
Manager of Managers (M2)
Foundation
Midterm
Pivotal
CONNECTIONS
Management Excellence Community (MEC)
Leaders who Teach
Mentors and Coaches
Community Events
MEC Web
CONTINUOUS LEARNING
Recommended Readings
ME OneNote Notebook
Job Aids
Tip of the Week
E-Coaching
Online training
Classroom training
Best Practices
15
Integrated Talent
Management
Cycle includes two
annual processes
Career development is the main focus (~80% of time) Commitment check-in (~20% of time)
What competencies
enable better results?
What results are
expected?
How do I get to the next
stage?
What stage am I in? What path am I on?
Where do I want to go?
Take Assessment
Where are my
development gaps?
ONE
Development
Plan
Choose Development
Activities What development activities
and experiences will meet
my development and career
objectives?
Providing a Competitive Advantage through more Productive Work Environments
18
Mario Derba
Senior Director – Western Europe
Via Rivoltana 13
20090 Segrate (MI) Italy
Phone: +39-0270392210
Mobile: +39-335-7940441
e-mail: maderba@microsoft.com
Q&A
© 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries.
The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market
conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation.
MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.
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