Index
Accenture, 102
accountability
annual reviews focused on, 96–100, 112
adaptability, workforce, 163–173
deepening the talent pool and, 171–173
how employers can help with, 168–173
managing uncertainty and, 173
talent “spot market” and, 171
views of the future and, 163–168
ADP Research Institute (ADPRI), 77–78, 80, 82, 88, 90
ADPRI. See ADP Research Institute (ADPRI)
Aetna, 90
“Agile Manifesto,” 101
agility
performance management and, 103
talent strategy and, 5
alignment
performance reviews in, 108
Anytime Feedback, 112
making tough choices about, 40–41
Apple, 119
applicant-tracking software, 14
apps, team engagement and, 83–84
ArcLight Cinemas, 61–62, 68, 70–71
Ariel Investments, 145
attention, team design for, 87–88
attitudes, engagement and, 76–77
attribution error, 111
automation, 160
backlash, 143
Barankay, Iwan, 101
Barclays Global Investors, 11–12
Bell, Ella, 143
Bersin, Josh, 96
biases
in interviewing, 25
in performance reviews, 109, 110, 111
Bidwell, Matthew, 17
Black Employee Network, 148
Black Entertainment Television (BET), 140–141
#BlackLivesMatter, 145
collective and individual goals at, 8–9
local and global at, 11
Bossidy, Larry, 27
Boston Consulting Group, 163–164
constructive destabilization at, 66–69
getting to the other side at, 62–65
support at, 73
time for growth at, 71
Brief, Arthur, 137
Brit Insurance, 161
Broomes, Anna-Maria, 138
Brown, Michael, 142
Bureau of Labor Statistics, 16
business models, talent strategy and, 5
capitalism, purpose-driven, 141–143
Cappelli, Peter, 13–26, 95–113
CareerXroads, 20
Cargill, 108
Castilla, Emilio, 20
CEB. See Corporate Executive Board (CEB)
Center for Energy Workforce Development, 172
CEOs. See chief executive officers (CEOs)
CFOs. See chief financial officers (CFOs)
chief executive officers (CEOs), 115–131
CHRO partnership with, 115–124
in compensation decisions, 123
in diagnosing problems, 120–121
chief financial officers (CFOs), 115
in compensation decisions, 123
in diagnosing problems, 120–121
chief human resources officers (CHROs), 115–131
critical activities for, 117–123
in diagnosing problems, 120–121
fit of with job specifications, 123–124
new CEO contract with, 116–124
outcome prediction by, 117–120
what they don’t have to do, 123
CHROs. See chief human resources officers (CHROs)
Cisco, 89
collaboration, 122
collective spirit, 9
college recruiting, 21
Colorcon, 95
communication
about A, B, and C positions, 36
fishbowl conversations, 66
performance management and, 104–105
community, personal growth and, 60, 71–73
commuting distance, 26
compensation
annual reviews focused on, 96–97
for CHROs, 123
performance management and, 98–100
racially just workplaces and, 136, 139
rewarding performance and, 108–109
competencies
to add value, 122
CHROs in identifying and predicting, 117–120
monitoring at Decurion, 68
performance variability and, 32–33
competitors, intelligence about, 119–120
Conference Board, 115
Conference Board Annual Survey, 14–15
confidence
engagement and, 76
conformity, facades of, 138–139, 147
connection, 74
constructive destabilization, 66–69, 73
Corporate Executive Board (CEB), 27, 101
Covid-19 pandemic, 151–152, 158
Crispin, Gerry, 20
cultural ambassadors, 138
culture
in deliberately developmental organizations, 63, 74
of D&I, 147
hiring interviews for fit with, 25–26
of performance, A positions and, 27
of psychological safety, 144–145
racially just workplaces and, 134–135, 144–145
Culture Shifting Weekend, 148
Dark, Jill, 173
Davidson, Martin, 145
decisiveness, 122
Decurion Corporation, 60, 61–62
constructive destabilization at, 68–69
support at, 73
time for growth at, 71
Delaware State University, 148
deliberately developmental organizations, 59–74
constructive destabilization in, 66–69
everyone as a designer in, 69–71
joining, 67
leading, 63
time for growth in, 71
Dell, 95
Deloitte, 96, 101–102, 104, 105, 113
demographics, shifting labor, 167
Denny, Lorraine, 161
design, involving everyone in, 69–71
Dick’s Sporting Goods, 143
discrimination
hiring and, 18
performance reviews and, 109–110, 111
diversity and inclusion (D&I), 133–150
business case versus moral case for, 140–143
hiring for, 18
progress toward, 135
referrals for hiring and, 20
stated versus acted on, 134
Doerr, John, 122
Dow Chemical, 122
Economist, 61
emotional tax, 138
employee development
in adding value, 122
at Envision, 4
employees
diagnosing problems with, 120–121
differentiating treatment of, 39–41
engaging in transitions, 169–170
expectations of, 166
preferences of with hybrid work, 157–158
value proposition for, 3
views of the future of, 163–168
in deliberately developmental organizations, 67
drivers of, 78
experience versus location and, 89–90
importance of and mistakes in approaches to, 76–79
learning together and, 89
enterprise resource planning (ERP), 81
Envision, 4
Ernst & Young, 144
errors, as growth opportunities, 65
eTeki, 24
ethics
moral case for D&I and, 141–143
social media monitoring and, 17–18
evaluations. See also performance reviews
at BlackRock, 8
Evolv, 26
Execution (Bossidy), 27
Executive Leadership Council, 150
Expeditors, 169
extrinsic incentives, 84
FastWorks platform, 103
for career development of people of color, 149 (See also performance reviews)
continuous, 105
managing the flow of, 109, 110–112
Fernández-Aráoz, Claudio, 43–57
fight-or-flight response, overcoming, 62–65
Fink, Larry, 9
fishbowl conversations, 66
forced-ranking system, 99, 101, 112
Fraser, Kathryn, 146
FUBU, 141
fundamental attribution error, 111
Future of Work Consortium, 157–158
G3 groups, 116
Gabarro, John, 137
Gallaher, 56
Gallup Organization, 76, 77–78
collective and individual focus in, 8–9
enduring and regenerative focus in, 11–12
global and local focus in, 9–11
strategic and operational focus in, 5–8
General Electric, 27
people before strategy at, 129
performance management at, 95, 98–100, 103, 105, 110
getting to the other side, 62–65
gig work, 89–91, 92–93, 165–166, 167
glass cliffs, 138
Glassdoor, 24
GlaxoSmithKline, 36
Great Recession, 17
growth, assessing potential for, 49
growth maps, 45
Groysberg, Boris, 52
Hallac, Charlie, 9
halo effect, 111
Harris, Victor, 111
Harvard Business School, 139, 163–164
Harvard Law School, 139
hate crimes, 142
Hay Group, 12
HBCUs (historically Black colleges and universities), 148
Hewlin, Patricia Faison, 138
identifying A positions and, 28–36
high-potential employees
bias in performance appraisals and, 111
cost of losing, 44
leadership development and, 43–57
opportunities and support for, 52–55
women, 55
Hiramatsu, Hiroki, 151, 156–157
for attitude, 169
for diversity, 18
focus on passive candidates in, 19–20
interviewing process in, 24–25
machine learning models and, 25–26
from outside versus within, 15–18
posting phantom jobs and, 18–19
realistic job design and, 19
referrals for, 20
social media monitoring and, 17–18
at Starbucks, 143
traditional approach to, 13
historically Black colleges and universities (HBCUs), 148
Hobson, Mellody, 145
Hoffman, Mitchell, 23
Hollybrook Senior Living, 61–62
honesty, 128
Hoyt, Chris, 20
HR. See human resources (HR)
HRExaminer, 24
human capital management tools, 81, 121–122
human resources (HR)
equal treatment of employees and, 41
new leadership channels for, 130
performance ratings and, 105, 108, 110
A position identification and, 28
putting people before strategy and, 115–131
transitioning to the new, 131
as value creator versus cost center, 124
employee preferences in, 157–158
inclusion and fairness with, 160–162
projects and workflows in, 158–160
incentives
engagement and, 84
performance management and, 98
individuality, teams and, 93
information architecture, 92
ING Netherlands, 170
innovation
commercializing, 1
hiring for, 122
Institutional Investor’s Alpha, 61
integrity, 128
Intel, 112
intelligence about competitors, 119–120
Interpublic Group, 145
intrinsic incentives, 84
investment, in A positions, 36–37
iPhone, 119
isolation, 156
issues logs, 65
James, Erika Hayes, 138
Jensen, Brian, 95
Jim Crow, 142
for hybrid workforces, 153–157
for A positions/A players, 27–41
for strategic significance, 28–32
job evaluation, 13
for HR development, 130
JobTestPrep, 24
Jobvite, 17
John, Daymond, 141
Jones, Edward, 111
JPMorgan Chase, 148
Kaepernick, Colin, 143
Kahn, Lisa B., 23
Kaiser Permanente, 145
Kapito, Rob, 9
Kaplan, Sarah, 141
Keller, JR, 17
Kelly Services, 102
KPMG, 102
leaders and leadership
at Blackrock, 6
commitment to talent strategy, 2
in conversations about race, 144–146
for deliberately developmental organizations, 63
determining competencies for, 44
D&I, 141
HR, 130 (See also chief human resources officers (CHROs))
racially just workplaces and, 134–135
view of the future of, 163–168
legal issues
in performance management, 109–110
Lei Zhang, 4
Li, Danielle, 23
limits, transcending your, 62–65
Lloyds Bank, 24
Loop, 173
Luo, Jerry, 4
Maese, Ellyn, 139
management theory, performance management and, 98
marketing, 41
Markus, Inna, 64
Marriott, 22
Mayer, Marissa, 90
McFeely, Shane, 139
McKinsey, 49, 99, 115, 121, 130
on diversity and inclusion value, 140
Medtronic, 112
meetings
monthly looking forward, 129
touchpoint, 69
weekly temperature taking, 128
mentors and mentoring, 148–149
mergers and acquisitions, talent capture and, 7
#MeToo, 145
metrics
D&I, 148
for teams, 93
microaggressions, 137
millennials, 122
mindset
business-first, 2
open innovation, 4
mission, talent strategy and, 1
morality
diversity and inclusion and, 141–143
Morgan Stanley, 145
motivation
performance management and, 98
Motorola, 119
My Marriott Hotel, 22
NASA, 112
Netflix, 123
networking, 8
New York Times, 141
Nike, 143
Nine Sigma, 36
Nkomo, Stella, 143
Nohria, Nitin, 140
performance management and, 100
A positions and, 35
The Organization Man (Whyte), 13
Orlando, Jeffrey, 105
outsourcing, 40
pain button app, 65
Patagonia, 143
People + Strategy, 96
performance
culture and, at BlackRock, 6
diagnosing problems with, 120–121
as driver in game-changing organizations, 2
G3 groups in predicting, 126–127
identifying poor, 109
of outside hires versus promotions from within, 17
A position/A players and, 27–41
variability in, in A positions, 29, 32–33
performance management, 95–113
reasons to drop appraisals and, 102–105
shadow ratings and, 113
business reasons to drop, 102–105
of CHROs, 124
at IBM, 37
constructive destabilization and, 66–69
everyone as a designer and, 69–71
taking the time for, 71
transcending your limits and, 62–65
Peters, Susan, 103
Pfizer, 148
place, hybrid workforces and, 152–153
planning
closing the gaps between action and, 65–66
for hybrid workforces, 154
portfolio approach to workforce management, 27–41
Power of Teams program, 89
The Practice of Self-Management course, 72
Pradhan, Satish, 7
predictions, CHROs in making, 117–120, 129
principles, in game-changing organizations, 2
privacy, social media monitoring and, 17–18
productivity, 127–128, 153–154
professional development
across all life stages, 148–150
annual reviews and, 96–97, 100–103
annual reviews focused on, 97–98
for CHROs, 130
employees’ desire for, 168–169
at Envision, 4
for high-potential employees, 43–57
for HR, 116
racially just workplaces and, 134, 147, 148–150
workers’ desire for, 168
profitability, individual development and, 60
Project on Managing the Future of Work, 163–164
Project Propel, 148
promotions
for high potentials, 45
from within versus hiring from outside, 15–18
racially just workplaces and, 133, 138
success predictions and, 49–50
psychological safety, 76, 139, 144–145
Purdie-Greenaway, Valerie, 145
purpose
as driver in game-changing organizations, 2
at Envision, 4
hybrid work and, 160
race and, 139
Rabelo, Verónica, 146
RaceTogether campaign, 142–143
racially just workplaces, 133–150
business case versus moral case for, 140–143
career development and, 148–150
conversations about race and, 143–146
leading change toward, 140–150
resources on, 136
what it’s currently like and, 137–139
racism
increase in, 142
modern versus aversive, 137–138
R&D, 41
recruiting
at BlackRock, 6
at Envision, 4
recruiting funnels, 13
referrals, 20
Reid, Susan, 145
respect, 9
restructuring roles, 127
Retail Traffic magazine, 62
risk management, 7
rituals, 93
Rivera, Lauren, 25
Roberts, Laura Morgan, 133–150
Robertson Properties Group, 61–62
Roche, 40
Rockefeller Foundation, 25
Rolfe, Tim, 56
Rosette, Ashleigh, 138
Roth, Michael, 145
Ryan, Tim, 145
community, personal growth, and, 71–73
conversations about race and, 144–145
psychological, engagement and, 76
racially just workplaces and, 139
sales positions, 32
Samuels, Karen, 146
SAP, 148
Sears, 103
segregation, 142
self-fulfilling prophecy, 111
shadow ratings, 113
Singleton, Laura, 140
Six Sigma, 36
skills
growing demand for, 166
of high-potential employees, 46–55
social media, hiring and, 14, 17
Society for Human Resource Management (SHRM), 15
span of attention, 88
sponsors, 149
Steelcase, 173
Stephenson, Randall, 145
strategic planners, 154
Strategic Workforce Architecture and Transformation team, 173
strategy
planning three years out, 129–130
A positions and A players in, 27–41
putting people before, 115–131
succession planning, 8, 31, 38
Sumser, John, 24
Sun Communities, 112
talent. See also A players/positions
capture of in acquired companies, 7
collaboration to deepen the pool of, 171–173
planning, 6
for racially just workplaces, 148
reviews and promotions, 8
“spot market” for, 171
Talent and Development Challenge System, 4
balancing strategy and operational excellence in, 5–8
collective and individual, 8–9
enduring and regenerative, 11–12
evaluating your, 10
Tata Group, 7
Taylor, Megan, 105
teams. See also G3 groups
check-ins with, 69
designing for human attention, 87–88
diverse and inclusive, 140
experience versus location and, 89–90
learning together in, 89
managers of, 154
performance management and, 103–104
technology
accelerating change in, 166
hiring vendors and, 24
for hybrid workforces, 159
views of the future and, 164
Texas Instruments, 23
Theory X approach to management, 98
Theory Y approach to management, 98
Thomas, David A., 137
Thorpe-Moscon, Jennifer, 138
time
hybrid workforces and, 152–153
for personal growth, 71
Toigo Foundation, 136, 137, 138, 147, 150
touchpoint meetings, 69
tragedy of the commons, 171–172
for conversations about race, 144–145
Travis, Dnika, 138
personal growth and, 60
turnover
in deliberately developmental organizations, 63
lack of professional development and, 44
rates of, 44
Tyson, Bernard, 145
uncertainty, managing chronic, 173
U.S. Congress, 137
U.S. military, performance management in, 97–98
utilities companies, 172
value
created by A positions, 28
of diversity and inclusion, 140–143
HR in creating, 124
prescribing actions to add, 121–123
proposition for employees, 3
of talent, determining, 7
values, stated versus acted on, 134
van den Boogert, Vincent, 170
Walker, Madam C. J., 140
Wallenstein, Judith K., 163–173
Wall Street Journal, 100
Wal-Mart, 29
Wanous, John, 22
War for Talent, 99
Washington, Booker T., 133
Washington, Ella, 139
Washington Post, 96
weaknesses, willingness to reveal, 60, 65–66
constructive destabilization in, 66–69
Weber Shandwick, 140
Wells, Mike, 56
Whyte, William H., 13
Willis Towers Watson, 101
Wilson, Ken, 5
Wilson, Matthew, 161
women, high-potential, 55
Workforce 2020 strategy, 171
workforce management. See also performance management
deepening the talent pool and, 171–173
demographic changes and, 167
differentiation in, 39
identifying A positions and, 28–36
A players/A positions and, 27–41
workforce adaptability and, 163–173
Wyeth Consumer Healthcare, 40
Yahoo, 90