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La sfida di valorizzare e motivare le risorse umane in un’Azienda globale

Presentation by Mario Derba at Ambrosetti Human Resources Workhop

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Mario Derba Lecture at Ambrosetti's Human Resources Workshop, Cernobbio, October 2008

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Page 1: Presentation by Mario Derba at Ambrosetti Human Resources Workhop

La sfida di valorizzare

e motivare le risorse umane

in un’Azienda globale

Page 2: Presentation by Mario Derba at Ambrosetti Human Resources Workhop

Since 2005 at Microsoft

EPG Lead – Italy,

Italy Managing Director, then

Western Europe Senior Director

25 years IT sales & svcs international experience

Page 3: Presentation by Mario Derba at Ambrosetti Human Resources Workhop

To enable

people and

businesses

throughout

the world to

realize their

full potential

Page 4: Presentation by Mario Derba at Ambrosetti Human Resources Workhop

“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

Page 5: Presentation by Mario Derba at Ambrosetti Human Resources Workhop
Page 6: Presentation by Mario Derba at Ambrosetti Human Resources Workhop

88 89 91 92 93 94 95 97 98 99 00 01 Today

5.600

19.641

96 90

84.000

Page 7: Presentation by Mario Derba at Ambrosetti Human Resources Workhop

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

Page 8: Presentation by Mario Derba at Ambrosetti Human Resources Workhop

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”

Page 9: Presentation by Mario Derba at Ambrosetti Human Resources Workhop

My Microsoft

Management Excellence

Talent Management

Workplace Advantage

Off-the-record

9

Page 10: Presentation by Mario Derba at Ambrosetti Human Resources Workhop

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

Page 11: Presentation by Mario Derba at Ambrosetti Human Resources Workhop

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

Page 12: Presentation by Mario Derba at Ambrosetti Human Resources Workhop
Page 13: Presentation by Mario Derba at Ambrosetti Human Resources Workhop

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

Page 14: Presentation by Mario Derba at Ambrosetti Human Resources Workhop
Page 15: Presentation by Mario Derba at Ambrosetti Human Resources Workhop

15

Integrated Talent

Management

Cycle includes two

annual processes

Career development is the main focus (~80% of time) Commitment check-in (~20% of time)

Page 16: Presentation by Mario Derba at Ambrosetti Human Resources Workhop

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?

Page 17: Presentation by Mario Derba at Ambrosetti Human Resources Workhop

Providing a Competitive Advantage through more Productive Work Environments

Page 18: Presentation by Mario Derba at Ambrosetti Human Resources Workhop

18

Mario Derba

Senior Director – Western Europe

Via Rivoltana 13

20090 Segrate (MI) Italy

Phone: +39-0270392210

Mobile: +39-335-7940441

e-mail: [email protected]

Q&A

Page 19: Presentation by Mario Derba at Ambrosetti Human Resources Workhop

© 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.