good i saw up
now you're ready for the next forty five minutes of that that excitement
so let's have tea about implementing knowledge management of nato awkward organizations that can select ever that key elements of a word talk about strategic workforce i mean that's my most favorite subject of virtue of our creator next generation by russell favor for succession planning first like to write about a window robin white people for leadership because leadership is very important to me for power for a new organization retaining top not worth talk about why engagement or does that mean the memory talk about strategies for success where are the things you can do an organization to be successful in any sort of five application of knowledge management fees are other factors that so as to why your knowledge regimen is an integrated systematic approach by that by bob bob bob bob law if it isn't a zillion times already right
so i'm not to repeat that the book every message is is fat intake what she has a better one f
that is that really me and so that's that's the basic definition out
my pleasure you want to she knows that that's enough for advice so it's not a cheater were forced by physicists the question that was asked earlier about this yeah
between early nineties and the two thousands third ninety eight to nineteen ninety mostly it so easily us for a chart for tactical for bouncy labor badges of why it had with him in the united states and other parts of the world that counts a year the billiard shop facilities were dropping their people were you everything is called reengineering they ever heard the term reengineering so i was a big thing for them for the nineties right so we're viral way to reduce that have become more fish and more fat than what else if he did lie on on wants to ptolemy of war the jar is asia's were not yet been mentioned tricia our workforce time strategies that only recently has seen recently for reason of the last seven years we've been really focusing on us as our strategies for long term operational success so what is your favorite work force by its think he's a change of course climbing linking it saved the financial planning to fall to really get to business strategy was happening acting
finances
cost of business on cost if you don't do this correctly to this if i thought it hadn't been implemented
oh you're so sick or we were at poverty it's a truck comes up with the idea
not accept
but the business comes up with the idea better the lives that
so this is a career
that's come up with a company idea plant the seed don't radha radha well for analyzer which means b. s. the owners of vs means in english admits that some of that lot of them out
ever the what the fuck and then let pasta let it build up in the line when all i don't zip maligned takes it on the business it's become successful so that's a very key thing that you think about strategy i finally get traction and this day's light at the business to all the process amid talk about some new strategies you might wanna think about your organization
so we put together our model for ocean to the court forced by the united states versus perot our work that i had that we are spending many years in united states discussing what is the force timing you can ask happened as a mere from people waters were forced planning and a half a dozen different people would give you a different definition in so we rely so we're getting lost in the definition and knots
but effectively implemented strategy so the united states came together mom and adopted this model one go to this mob was a public domain i made it public domain there's a confused by any organization in the part of world it's calmly managed by the center for angie were first of all that out of the united states so we've talked about this is planning
alex that all mathematics or go to each one of these phrases in some level of the chelsea have an understanding anemone give you some examples of what those things might look like soap opera warm this is why this really is designed to enter the following questions were on the intercom at all an extra again changes were the things are backing your organization's success is its problems are charges of public perception is that the price of natural gas is it
cost of a lot of prudence because of fukushima to to have to make one other things that are driving intro actual your organization is all
your knowledge management processes down the road when the aquifer choir master of current and future business strategies so in the united states we're moving from analogue systems to digital systems to media room built plants in the seventies and early eighties valhalla was systems now aren't you can get part for those systems a more if you try to get lot you've got to manufacture those parts of a family new lawyer developing a strategy to replace the satellite systems with digital systems all the different skill set up for two and a new skills on all of it will be required when i started in april of this to go to our what ross at p. c.'s visit or choir
so people in the business communicated to the old-fashioned way we used to talk now right now new technology the younger workers wanna have we're wide was systems you are available to to tax message each other your bill to do work for a minute wait a minute difference for four months of the gipper technology you're trying to implement wireless system is out that plant is just too much not
as signal goes everywhere so takes a different technology to figure out how to make that happen sometimes sellers is the varies of all what so there was still society while i was an incredible job that would me our allies
but think about the fact that
if you change after systems you chemistry systems from analogue digital systems it changes and flew away chemistry is that you have so that so the skill set the before but rather the samples taken y'all analyzers china goblet of wine differences seven did you write the defense tells us that you try to maintain that women to beaver skills that to maintain those did the law i've heard the new allowing out the thyroid cancer than one new skills of bette porter of the law and fahringer redeploy replace those requirements of this is a part of the business i mean when you hear others talk about this is planning
this is what they're talking about you have to understand the business you're in any questions because this is foundational feet don't understand as the rest of it is just an exercise in half going back to business success perpendicular power and businesses to safely and officially juror our electricity from long term of your great
your party while this is a plate and officially for a new content and concepts for long term
that's our job
fifty dollars get hyperlinks back to the business you've got a challenger for it is that's up to think about how you do that honey train you knew what he the second phase of the city is a lot of his island number for not major argonauts will select members but i do
so this this year document the makeup of your work force that is the demographic profile that if that were caught were all the information and determined that damn question to answer the following questions while i had a orders a showing that means what's my demographics look like what's my retirement for which electrician for what's my development her to understand what that means had a model for them and talk about them in israeli position of good for the rich the rich and tricia one mean by that do you know and what your tyler journal look like in your church and you understand what they're going out or do you know you've got to them alliance employees do that to replace that talent to others lucchese jake thompson organization this is pretty simple visibility of quebec where's that helps the bed that's got to try white right you're going to die that talent extra only from a contractor or you're not dead that top manager that you're gonna go ahead there the use somebody has to get that done for you then so there's no one's really good knowledge her skills in your assistant other what happened then
i could borrow just think of that concept to wildlife and humans and then one of them have borrowed on which by the air in a credible job to happen over is it would have expected again i managed that while you might have tourette's fleshy nature clinical knowledge or is it exists so we're to spend some time now that's when i was i was way to talk about fatty acids that we're s. this is something that very simple process the application is difficult to process the civil
why is the application difficult to remember we order away where some of those challenges you have the barriers people's perceptions leadership involvement so those are things that you have to work and come over the valley where my high really times so
on higher led captive operators on to take to get somebody become vices reactor operator coming years as an aged ten years so anything that you hire that person
and i need somebody make it ten years why should i hire them
yesterday that's right
now leaders we've a lot of business that i wanna spend money on the talent soon after charlotte that you kinda got those operator g. faster
and if you lose clinic operators being new lose greco dinners you lose critical midcap our tech technicians the local farmers lots and ratio you another presentation exactly how that works because i happen to us
i'll show you the cycle platt performance already caught contributors to that one of the look like one of the recovery look like inured understand that that's been here right believe that because we were not hiring ahead of time and finally has it taken to a negative i'm i'm beginning to that independent cop and a worker on the subject those hats respected and so having information to know when somebody may leave now i have in our next projections models were happy retirement party was then the company resources was a very valuable resources so if you can develop a cop model that projects losses within ninety percent of all of color action one at a later i met with in nine percent accuracy and he's going to serve have heard time
and that's how the u. s. industries starting a model were first oh that's the good news is i'll show you some tools but the vendor said do that very very well at by annexing are the level of force to that
was your decisions in trial itself have fundamental three thirty three very survival kit some of the level that bob went to auditions and chaucer of pipeline for for an edge of skills highlighting people one remember you can't change her knowledge to somebody or not there to transfer it to soar like that one word that was your organization succession planning for key leaders as they used to throw town needs many organizations of succession plans
they do not use and the shoulders their leadership vacancies so what they do and what is draining energy so are using your succession plans is your organization's a child of a lot programs as i did try employees in a timely manner i want to take to get somebody in the organization trying depth and copying productive employees valley is not to mention employees as ensuring a incredible losses after the van retained so that's what the caller is trying to do so those are the things that finally the educational methods in this particular they should try manager is our forecast for actor when power is not hire sir blossoms the law i will pipeline program working in terms of quality of candidates made in the right candidate
are you changing your attention of the von knowledge for you is that people in the danube firemen early and staying with you at that time are you sure this is it does look this is all about are you sure you have the right of way at the right time is as basic as that
so frank rodgers this is planning the dental x.
what kind of evan programs and metrics to measure success isn't one of the afghans right you're letting the all news channel as the day that address the enjoy yourself sam
if i have a measure to rest
then we're four areas where i was indicators of the back this in your organization is you know this is not your specialty but think about this new organization wants my treasury by job
what's mary tyler great
what's my average age of employees my organization
average years of service after i thought credible job
never to return time in my employ completion rates season is simple metrics that you must factor in the disease in the rest of your very high it easier to have a higher risk factor bill how clever plot how to live this is drivers in over a panther was worth process officials say safety and actively of activists
when i risk of this is a lot people never make the connection
organizations have risk of them say don't lean towards a judge of what my announcement of a pure they are this is the irv
and as a vicious skill sets are not deficiencies equipment failures and planned out of this oversight increase oversight regulation beards virginia most possess opera knowing about it you might be thinking about
you bet challenges in these areas role to town finally well my potential impact the safety her rains that being performance standards than things so this is just a prime example that you can use to what we have in your view of the highway or he can evaluate your organization's you're assessing her resolution
the demo
i'm sorry you have had that had had enough to is looking at these areas to you what about what's so the treasure process lot let him go to this but you got one is ago employees go wow you got so concerned elena had to sack the u. s. that they use it to try figure out how to do this the space and finally we got a dashboard palm and this is it that they you care should have something looks like this this is why my age profile by historical losses by projections why i've heard demographic information this is just an example of what i guess war
this example i think is cells lot of information you look at this as an example of eighteen years of servers graf very simple it's derived from the city here right here so that paper route by the air is derived from this dinner right here
what is this tell you this recess
colorado people who look and a lady
no living so so so look at a junior says first over here i would get the people of blue middle of the organisation more than thirty years ago the people have actually been bitching twenty five twenty nine years look at them out of people from fifty to six over over sixty million could hire it's been one on the back unless in five years of service and ten years or is that what is the poverty chart this is actually looks like today so we have been hiring replacements away had this effect at a big one on the next five years but here's the challenge and i'm sick of thing that worries me a keeps me up at night if you see is group ever sixty five
that's if doctor sacher is growing
first they are not leaving happening gobble i can get people out of the pie pie if those people stick laughing then and while a fundamental this strategy is to performs mentioned that these people right that the blue or thirty years of service they have old-fashioned so that retire because one of two things one for what's the houses that have them all the batista on an end to this isn't right then and they they got all this is all they know me better job for thirty years they don't know anything else did the hall they don't do anything bad things happen so this is this challenge so as you think about your strategy yearned for urging people to leave it you've got something like this one bob
you know and think about strategies encourages people to move under wertheimer bring them back as contractors very high ridges let them come back and mentor give them an opportunity gate the gate the lava systems even use a pipeline to breathe town because we have so much money available for a while so this is that going organization and this applies to the new organization n. p. p. i. r. and b. regulator they are saying
it was a mess and they've been hiring somebody that says they gobble bob michel your chart late august weaker shows and harry years in history and i'll tell you it looks just like this has chosen to avert in your window when you have is your forecast bad job that year said i did that they probably would involve for poverty the forecast was
within ten percent accuracy by job by person so i know within a ten percent eckersley with the next five years formal was awarded an idea of that is very important information for the business because now the business is focusing not replacing a job as a means to swab to making sure that they're putting their resources into the pipeline for over and over the barbed wire programs i showed you how the keep that kind of like he befriended based on knowing
well while losses will be for the next five years which other jobs the feeder jobs into the business so i would jobs so people feed into our organisation atheist from four groups operations maintenance engineer later
can you not believe the fourth more security
it's a curious about why they give people what happened i'll tell you become men
they work in our superior progress the private kerrigan
they have the talent skills a receiver the military they go to your organization so those awful lot pipelines of poverty ironically security is very good time so so we'll make sure those are properly funded plodded so we get to a higher needs of this is a chart that you can use it to modify this note ready yourself and even saying we become jobs for our retirement not work hal as one person the population so that you have a beating the u. leaders were to say here therefore we should expect to see an inexorable years and here's my rest like you were proper i'll was fifty five percent of the tower in the next five years that's all i rule number sixty five percent of like you would tell the next five years ha-ha by measuring that well let me get back down from one for a year from operations they give virginia a beautiful training idea for me it's so now they have to think about okay i might lose some people peculiar organizations like that he goes back to where residuals that
i have to hire more people that live for and i you see how the process flows so having those that were there to help you make informed business decisions on what's the right thing to do this in a crappy mueller think about it the segments of the pots to get the job family
the boy who is operations they read is engineering
green is me
or maybe the greens may endanger turner right isn't it that if a city that those feet organization of all the laws of oil was a most people
and men and women project that had that almost twenty years
so we know all that about half of the notes of trouble may be useful are fertile mauve purple with about half of the people really the organization of eighteen years so we have an idea we think that we know we've got the resources and is certain programs for about five year period knowles he's an stabilization and zero with more profit
so you have a look at every year a measure of how we're going against our projections are actually it's the asset why we're looking at missis as an example of the dives in groups
i'm going to drop in our houses for summer jobs have really get people into jobs this is a killer think about your medical jobs were the two of our personnel you volunteered for a rover disease is an example
brought trouble about technician fifty percent is that comes from training program from the announcer premises barges that institutions
and then go higher if we talk about the challenge for that mr selig point five percent coming from a career
just are not there and then that's what that person from other jobs of an organization understand your jobs are being fed your clinical jobs no wonder coming from c. you can make informed decisions on the fact is that amy the serbs better than all the tunisian we're going to fini organization with charles war era
okay i worked in challenges
recording is right
but don't take a guy like me to job fair i'm just not and i think that's an appeal to young workers out yet but they can't get going
so i sent to work the challengers
petition for chopper town the united states economy is picking up
is not glamorous to work in a killer pa it's better glamorous to work for global are yahoo bob dole
the guest
those jobs and very
try by the bed people lost in his organization's it's a matter of business so when her we manage through the banking pipelines event the people we show the nice thing to our show you know i'm a video way around this wave of the interns interns and a project i'm want to assess haven't i haven't vigils debuts on show you where i am graduates in the detective who finance and snuggle up hanauer the going free as a high degree of pauper and needs to unlock the most process
that kind of quiet and who gives us especially pacifier and unionized is when you what's called as the preview subjects message call watts
camp sir for me as an operations in those chester kind of gold to take these events or an average while all for ross five bellsouth for maintenance about courtois for operations as our cause will you want the best the best were the two of our one guys like me adler in the country and i would not be a good thing or r
thirty five literally have a lot of that
the for dwindles websites
the lady at universities now working at your pushing for arms supplier for ed programs because i'm already on the teller really works it
perfetti recruit people in this business you take the youngest talking just fired you take them on our return to politics
and they've already been through one or two years of your program and they are excited to be working for you and they are talking no language with the stones are coming out
it works grave site when you have demographic for a i i never understood why what'd jack personally would ever talk to
i get
so we can take people look like me we take
people look like bob bob hour and then there was a blow to the black middle of an old job agree with our workers so that's a strategy that works because you're not gonna live as bait for professional saying don't exist or very few numbers
a lot a lot succession planning succession planning is the time high whereby talk about that common goal of the deep on another powerpoint presentation but for succession planning way alan pile city who thought that meant well that when you when i walk assessment
and ratio your defoe whitehead flatly deny walks in with the fans think mr up with demand for a rotation programs are complementary another of our point of saying the leaders that threw me to the hotel room in his assessment how many years now all of the wood enough the next level one or two one five years bob pretty years or five years so on so for so we have to attest that process i wish i had thought about twelve step process of recovery but mediate intense in there and we're in get our jake make your officer expectations
we i'll link it to propose measurement
we'll get some type of leadership copies is we have a lot longer copper disease we have ten of them be that way i'll use against those caucuses
so keep your publisher cop and sees something to think about this very important issue why build evaluate your leaders against cop and caesar they're proven to be successful
and that's a show leadership toppers the assessment
establish an independent bob your indictment puddle developed whining
nature their daughter
the honors delicate ga
you and i want access law potential and performance
establishing caledonia process you wanna automatically results so there's a judicial live box is really boring right that had been on top right there is a hyper for one thing that had a very low for the the one you do this thing to see a lot of people elitist have an author and about what is the raw nerves in what is the body so you get when asked if they think is medicine or the amazing how horses and a his average a couple guys own pocketbook as of about seven seven of every eight a lot of this process our chief new doctor for modest loss of sort of tell you again
h. i have protected was an informant he believes he came up with the sink in harlan it's his idea an east west who are not happy with that
i enjoyed your work
but to for this so
was it why's that
that it's gives us halfway there
that says eliminate kansas senator walker i'm here
what so that we're evaluating how
so we'd like that
using a zones
as a potential performance which lock people up in the bathroom and within the zone there is no school after i'm happy that does this mean to amend or unattractive mainly year after year after year show you how we knew that they have
this is it that way and this is not an ion
so the nose over here
but when you get these people flock to the imam for better weather last of some isn't that is echoed through me
i cannot enough heaven help
that it it had to know when you're too many npr pentagon here's villains of high buddy movie not for probably have been moving down the worst part energy and time discussing those are her actions of leadership follows us person doing ah hung around him not to too much time on the zone to get whatever basically is the longings you're not very good song for a major okay present had injured and when those of this it's all things the is that fancy stuff the have my replied that this is really this is really get on top and so employee anyone from what was it was an category five lives on free and he knew version of the zone to do but the main or as employee who have friends and have
when p. l. that's why that salmon
ah and it gets to the same sort of a zone for swift and put it before long the game back on or before has put their potential going down one and i'm going down so they're not quite as strong as it used to be again then
a third as i leave you
listen to those middleman year and i'll hear she's going out in their proposes is whoop rensselaer
there's a plan you will terminate star anybody in that fires on her somebody who's a high potential
there's somebody who is no you're wrong direction that i am at this as the man three things wrong the action plan is gone wrong why
what is the man why was gone awry one will it the next move was to one
i hate
now i lay people and and that's a four cent no change for having these rulings to need drop this before so this is an avid have to suffer think about that your ears issues use a pine box showers now on whether i have talked to the high lots botox little watts is it will have you the flying direction way out of town hall you for being a performance it'll help you will help him all decide who gets promoted who does
and the run for succession planning process for the success that is abs this is an example
for change out how was that what i said
and at at present cod opry model
sadly i dream all right you saw the structure to faces up and hands and we we have the leadership model
what's devotional leadership i will operate law order should have talked about our leaders who need how businesses operate while we're sure phil philosophy in operation perspective is that you should have
we then goes on these red dots that mrs bush passes employing nation purses safety
ventilation
i push off and pissing cossacks the how
we have an engagement
i put my
they can
people are interesting concept i live in official evolution safety in knowledge and training us as a knowledge management says knowledge and training as a knowledge of training because we are a continuous for an organization said with the knowledge management is affective knowledge in training it's continuous warning of all the pledges from all sharply as a prop principles of philosophy is we believe that runs behind those who have in fact i guess i'll hang the industry
in our knowledge of furniture go all ours we do that by the way we implement for amy
so philosophies
oh we'll whip and gestapo engagement with alpine nation
you have some challenges
death rate hikes and one eighth rerouted to engage leaders in gainesville florida engaged banking organization i met her that teller for engage think your organization comes right out of him paul esso iraq and after
that's a standard us that came about is also david bessie now must be on hold for reactor core the south
is that it is look like continued to water your your profession for now we are
explain why has it been transferred the vision
will transfer leticia
pledges to be in power
does that thrives on sense of community
annan gauge organization is think the other procedure
fine as vivid i'm asking gains in thinking in every task so you saw that it will look at this we've arrived as we do this through for a network groups so it's breast as some of the plan has a new generation bob caught in the killer so so does the united states that the ambush of the panda young generation a killer but we have either storm blowing the age groups have had as it says well perhaps thinking gates who fled but one dollars get out of this is what's where they been thinking about back to business planning
so i do think that how you pay them really really well not if they lead a rider that are having a popcorn have real leadership i'll let everybody is engaged to visiting kuwait retention tool because employees are trying not to go for accountability process we use what's called the odds principles see it on it do what sand employees understand that may take ownership bob leaders ah we're blood that you were in a highly performance space all right but challenging assignments so for every time there's a cripple evolution years makes that poverty in at the planned ladders expert work for another something new with panned out we do not do any evolution was the one owes to the other
is that so why have we transfer that that knowledge that we don't know for whatever they learned bikes for instance
recognition competitive salaries have pezzullo says at the bottom of that had a good reputation
the pilot
strategies for success we implemented poverty because of all the people have already been harassing thoughts about what is that every m. v. p. has a process called the planned talks to you upset sister reliability of of systems that people have too many roads a papal arrival in the people programs in guessing came up with that idea that doesn't mean
it was the site vice pres again
the trial have protected
why in implemented
there was this so when there were a lot of people program to persevere
having a good product ever for she didn't do anything whatever shooter i knew all review of all people to keep reforms and here's why well out people initiative of alice s. for incision on top highly delighted with the help that went against the people then here's examples of the topics and we want to get the correlated with where we ought to cover these that notice when bad things and other people with our work force by a succession planning
and we get into bed second class without reforms measuring katie and hard for hampshire attention of dates where sassy and i were going to make up our unique in brooklyn has always had the right has a pleasure would be unsuccessful and six roger passes update
the court to talk about me is that the head against that says that the progress of mentoring nominations
and then what would your your review
decided that rotations per person at a high rate of the reasons that was really examples of view the offer of people hoc committee is an issue best practice in the u. s. a lot of coverage for all of this particular subject because it focuses on top management at a very senior law so i love financial management you had to be a papal process technology you see this slide and get her presentation of asia are looking at your processes in our organization think that these categories what i do for people
by people programs by process programs or by technology programs they come out in that category
if you don't have these nothing about so here's a sample orientation programs training programs mentoring genre programs will probably standards federal programs to a practice is over and people things of that process process that is good at it i worry that what i did a hundred times that you have to ngos works better to have to risk assessments were taught that that next couple days that i knew that have invented days away teased him i'm told you can have some places to convey his holiness collectively to gather that raids on have mentioned first
the idle leadership while talks about your philosophy of warning and all of your organization when you have three things
good shirt tactical all the process for viv
and that they have decorator knowledge management continue on entered the house was a warning at all
so that future success institutionalize your process
make it be part of the this is the fabric of the business for that wife percy is to assure sustainability
an objective evidence that your programs are walking measure that would have is a friendly we're measuring benchmark elders to make scheerer you're doing good job of buying dinner is also to walk into an objective evidence of how you can demonstrate your program for being affected
so it was a cop out what part of course i am houses along to risk assessment
when this succession i avoided the program this week the judges usury things you got all set indigent one so why would your organization bills that's it
those three things sent them out
and other today
so it an decision us think seven generations of how this is a twelve
from this particular in trying to think seven generations now
to think of what went out with john talk about
was so ill try to think it up there thinking seven generations now the to think about that long to veggie limited shot fifty and you'd be
how do you evaluated playing these men when they are kiki eyes bluntly engagement so what i would go when to observe it nor using that as an age but we also have the city culture survey one measure that one has a measure of day's top of off of retention right so hard evidence is in trouble when you're ten curator growth rate lives of three measure the leaders of the tension
so so so so they are willing to back as a vulture you mentioned when you had these clock ammunition that you had to tell you let them know while the tube you're listening we we we we sleep when that right thank you sir way as
i have said is made but we are the vice president's n. g. baring operations ah i'm arbitrary affairs bob's of pops up there right though bob mchugh weighing the human resources people and it says senior leadership team of your organization that's the way is not just a jar is that people were making the business decisions h. r. is just the solvay
with this
no but i it let any lady and a lot and you and
crap
none