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Forward Summit 2020

9489b8d6f2dbdc3e7d26b8702143b86e?s=47 Yoan
January 14, 2021

Forward Summit 2020

My note from the Forward Summit 2020.

9489b8d6f2dbdc3e7d26b8702143b86e?s=128

Yoan

January 14, 2021
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Transcript

  1. DEBRIEFE CONFERENCE MANAGEMENT 3.0

  2. THINK BIG ACT SMALL By TRISTAN WHITE Founder & CEO

    - The Physio Co. & The Culture Is Everything Club "The future of work involves connected, purposeful & high performing teams led by those of us brave enough to think big, act small and make it happen"
  3. THINK BIG ACT SMALL š Am I contributing to the

    world ? š Created The PHYSIO CO š Became Leader by default š Fast growth š From alone to 20 employees š Capture the memories of the culture š Build strong team culture š Photos/Videos š Culture book (cf Zappos) š How to be GPTW ? š Great leaders š Contribute to the world in the most powerful way š You can't copy the model and need to tailor it “The strongest workplace cultures can survive the tough times”
  4. CULTURE IS EVERYTHING

  5. BEING HUMAN : “Remember you will die” By Tom van

    der Lubbe / Richard Atherton Co-Founder - Viisi / Partner - FirstHuman
  6. BEING HUMAN š Extreme clarity š Survived to Head cancer

    š Since then : š Don't care about others are thinking about him š Connect to others š Contribute š Principles š Treat other people like you want to be treated š How do I behave as responsible company ? š Let people discuss topics š They always find a solution š Let them treat them š Treat everyone well š Clients / Suppliers / Employees š Stable systems š Subsist only if you take care of the people composing the system
  7. BEING HUMAN š Recruitment š The team recruits š Cultural

    fit š Each team member will talk to him/her š Salary š Transparency š Fairness š People with 5 children vs Single š Source š Bonuses destroy productivity š References : “Leave the world a little bit better than when you found it”
  8. YOUR BEAUTIFUL STRATEGY IS UNDELIVERABLE By Tanya Spencer / Steph

    South Senior HR Business Partner – BT / Global HR Business Partner - IT - HSBC
  9. COACHING STRATEGIES

  10. SYMPTOMS : Undeliverable strategy

  11. TOOLS : Priorization š Force prioritization from executives š HR

    teams as well š Use Prioritization Poker
  12. TOOLS : use OKRs šOKR šCommunicate šTrello šBlog š Follow

    them https:/ /fr.slideshare.net/TiphanieVinet/apb19-les-okr-lalignement-entre-votre-stratgie-globale-produit-et-managriale
  13. TOOLS : Kanban šMake things visible šClear priorities

  14. KEY TAKEAWAYS

  15. AS A LEADER, WE SEE THINGS AS WE ARE By

    Sarika Kharbanda Global Change Hacker "Disrupt, Unleash, Co-Create"
  16. TRANSFORMATION START WITH I

  17. TRANSFORMATION START WITH I šExercises : breakout sessions š 1)

    What are you experiencing ? š 2)Questions šWhat are you Observing ? šWhat are you Feeling ? šWhat are you Thinking ? šWhat are you waiting as outcome ? š Clarify your goal š Remind your acknowledgement
  18. BIASES š I want to buy a car š Live

    in a Bubble š In a comfort zone š First impression bias
  19. BIASES

  20. HOW TO AVOID THEM ? š Activate system 2 š

    Thinking fast and slow šSystème 1 šRapide šInstinctif šÉmotionnel šSystème 2 šplus lent šplus réfléchi šplus logique šTrigger your system 2 šDon't react to everything šFormulate a question šAffect Bias example : š“What would you think about this proposal if it has been introduced by someone else ?”
  21. CONCLUSION šBuild trust šBe vulnerable as a leader šSee you

    as a human šQuestion yourself šConnect with yourself šThe easier it will be to connect to others
  22. CONTEXT & CONNECTIONS : Adapting For The New World Of

    Work & Workers By Chris Tuff / Shelley Paxton National Bestselling Author, The Millennial Whisperer - Partner, 22squared / Former CMO, Harley Davidson - & Founder + Chief Soul Officer, Soulbbatical
  23. Adapting for the new world š Power of vulnerability /

    transparency š Purpose š Inspire and connect š Not on people but Through people š Connect is everything š Help everyone define their purpose
  24. PURPOSE IS CRITICAL FOR MILLENNIALS š Purpose is critical for

    millennials š Purpose over profit š Help them š Inspirational leadership š Connection š Tactics š More rewards / recognition š The art of Flyby š "Hey are you going” š "Good job you're good” š Genuine connection š They want Direct feedback š Not Quaterly feedback š Have interest for your "employees” š Friendship with them
  25. PURPOSE IS CRITICAL FOR MILLENNIALS š Zones š 70% should

    motivate you š 30% boring / Shitty š Make horizontal move š Lateral moves earlier in their career š Discover their passions
  26. APPRECIATION ANALYSIS : Because you don’t need Performance Reviews By

    Diana Grilo Silva Head of interactions - Critical TechWorks
  27. DRIVE YOUR OWN DEVELOPMENT š Your drive your own career

  28. DRIVE YOUR OWN DEVELOPMENT š When you grow šImpact on

    other growths as well
  29. PROFICIENCY š Measure proficiency not efficiency š From Follow to

    inspire
  30. VOID š Progression should be measured on how we grow

    š And how we help other grow
  31. NEXT

  32. A FEW DISCOVERIES IN OUR GOODIES BAG 4 books

  33. THE MILLENIAL WHISPERER š DEBUNKING MILLENIAL MYTHS š Millennials are

    a company’s greatest asset. š Largest segment of the workforce today š Worth the time to learn how to leverage their skills š Millennials will comprise 75% of our workforce and customers by 2030 š Statistics show Millennials are hardworking š Our biases and misconceptions keep us from maximizing the full potential of our Millennial workforce š 3 THINGS TO DO AS LEADERS TO TAKE FULL ADVANTAGE OF OUR MILLENIALS š Inspire them š Serious about making a positive impact in the world. š Create a culture of transparency š we can get more from our workforce when š they understand more about what drives profits and š how our profits impact the greater purpose of our companies š Give Millennials autonomy within structure
  34. THE HAPPY MANIFESTO

  35. QUESTIONS š Are your managers chosen because they are good

    at managing people, or because they are good at their core job? š Is it possible to create separate paths for promotion, to ensure some can get promoted without having to manage people?
  36. “NEXT SLIDE PLEASE” THANK YOU