Harnessing Employee Passion in Times of Disruption April 25, 2016 Maggie Wooll Deloitte Center for the Edge
Passion
What should be keeping you up at night? That is what we bring to the table. What is created on the edge of technology, markets, geographies and demographics strikes at the very heart of a business.
What is worker passion?
Sustained extreme performance improvement can result from something deeper than employee engagement worker passion. Commitment to Domain: Commitment to Domain - Context - Increasing impact Commitment to Domain the desire to have a lasting and increasing impact on a particular industry or function. The Questing disposition the tendency to actively seek out challenges to rapidly improve performance. The Connecting disposition the tendency to build strong trustbased relationships to gain new Connecting: insight through multiple deep interactions with others (both inside and outside the organization). Questing: Connecting - Trust-based relationships - New insights - Challenges - Improve performance The Passion of the Explorer
Percent of US workforce exhibiting attributes of passion Passion of the Explorer 12% No passion 41% 2 attributes 19% Attributes of Passion: Questing Connecting Commitment to Domain 1 attribute 28% Passion of the Explorer 2 attributes 1 attribute No passion
What does Passion of the Explorer look like? Myth 1: Age Myth 2: Industry/geography Myth 3: Educational attainment Myth 4: Type of work Myth 5: Firm size Two guys from one BIG company
Your Turn Think of an example of when you have encountered one or more of these attributes in someone in your organization or an organization you support: What were the positives? What were the negatives? What was the outcome? Attributes of Passion of the Explorer: Questing Connecting Commitment to Domain
Why do we need passion in the workforce?
New challenges and opportunities Exponential Technologies New Tools New Expectations New Approaches NETWORKS & SYSTEMS ARTIFICIAL INTELLIGEN CE AUGMENTED / VIRTUAL REALITY MEDICINE & NEUROSCIENC E ENERGY NANOTECH MICROBOME
Time it took to reach 50 million users Radio 38 years Television 13 years Internet 4 years Facebook 3.5 years Twitter 9 months Instagram 6 months Angry Birds 35 days
On-demand, selfdirected learning Collaboration tools that empower Humans, augmented New challenges and opportunities for HR Self-organizing teams Ecosystems of the crowd Skill obsolescence
Your Turn What types of new HR challenges are you seeing? Does passion have a place in the HR function? What would it look like? Attributes of Passion: Questing Connecting Commitment to Domain
How can I develop and support passion in my organization?
The passionate, in their own words I don t want to do anything that I can t learn from. I have a series of mini-failures every day, but I don t view that as failure. I never ask for permission. I just do it. I get restless often. I like to know that what I m doing matters to the company. I want my work to make an impact on something important to society. I have a goal, and I ll stay as long as my management supports me in getting the experiences I need to move closer to that goal.
Passion of the Explorer Supporting a passionate workforce Sustained extreme performance improvement can result from something deeper than employee engagement worker passion. Recruit Commitment to Domain - Passion over credentials - Interview the attributes Commitment to Domain the desire to have a lasting and increasing impact on a particular industry or function. Retain: Questing The Questing disposition the tendency to actively seek out challenges to rapidly improve performance. Connecting Cultivate: The Connecting disposition the tendency to build strong trustbased relationships to gain new insight through multiple deep interactions with others (both inside and outside the organization). - Rethink the work environment - Remove barriers Performance Management Learning & Development Job Design / Career Paths Leadership - Connect the passionate - Expand learning
Rethink the work environment Management Systems Virtual Physical Define meaningful challenges Organization Ecosystem Strengthen relevant connections Amplify impact
The passion / performance management paradox Ambition Push Extrinsic Achieve metric To personal objectives To network Environment Motivation End-result Commitment Relationships Passion Pull Intrinsic Make impact To industry or domain To learn
Jobs and career paths Organizational components that predict passion: - Cross-functional work (40%) AGENCY & INFLUENCE - Interests over job descriptions (34%) - External connections (17%) - Collaborates with customers (14%) 20
Learning & development Beyond training programs: - Self-directed, on-demand - Platforms for connection and collaboration A story about a cat and a bear - Internal and external resources - Curation and guidance 21
Leadership Big companies are great at killing bad ideas. What are you doing that makes taking risks okay? What are you doing that prevents employees from ever trying?
Be the Change: What if you built a passionate HR team?
Questions? Maggie Wooll Deloitte Center for the Edge mwooll@deloitte.com @C4Edge @MaggieWooll Thank you! Find our reports and more: http://www.deloitte.com/us/passionatwork
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