Mario Derba Lecture at Ambrosetti's Human Resources Workshop, Cernobbio, October 2008
1. La sfida di valorizzaree motivare le risorse umane in unAzienda globale
2. Since 2005 at MicrosoftEPG Lead Italy,Italy Managing Director, thenWestern Europe Senior Director25 years IT sales & svcs internationalexperience 3. To enable people and businesses throughoutthe world torealize theirfull potential 4. To Enable People And Businesses Throughout TheWorld Realize Their Full PotentialAs A Company, And As Individuals, We Value:Integrity And HonestyPassion For Customers, For Our Partners, And ForTechnologyOpenness And RespectfulnessTaking On Big Challenges And Seeing Them ThroughConstructive Self-Criticism, Self-Improvement, And PersonalExcellenceAccountability To Customers, Shareholders, Partners, AndEmployees For Commitments, Results, And Quality 5. 84.000 19.6415.60088 89 9091 92 93 94 95 96 97 98 99 00 01 Today 6. The Influence Model forms the second phase of the Performance Leadership approachWhere are you today and What do you need toHow do you lead thewhere do you want to go?do to get there? implementation?Direction Account-abilityCoordination &ControlRole-modelingFosteringunderstandingand conviction External LeadershipInnovation Behavior Orientation and mindsetshifts Developing Reinforcing talent with formal Capability Motivation and skills mechanismsEnvironment &VauesPerformance Profile Influence ModelTailoredUnderstand currentDevelop a set of Implementationperformance and set initiatives required toArchitect anaspirations for the futurechange mindsets andimplementation programbased on a diagnosis of behaviors and close theand make choicesthe nine elements ofexisting performance around tailoring theorganizationalgaps changesperformance 7. The Influence Model consists of four change levers designed to shiftmindset and behaviors"I will change my own behavior if"Role-modelingFosteringI see superiors, peersunderstanding andand subordinatesconvictionbehaving in the new I know what iswayexpected of me Iagree with it, and it ismeaningful Reinforcing withDeveloping talent and formal mechanismsskillsThe structures,I have the skills andprocesses and systemscompetencies to behavereinforce the change inbehavior I am beingin the new wayasked to make 8. My MicrosoftManagement ExcellenceTalent ManagementWorkplace AdvantageOff-the-record9 9. and for managers toWere making it easier thanprovide the targetedever to create a high-qualityand relevant coachingcareer development planemployees are asking for10 10. Management Excellence From CultureAspire To CultureFeatures and technologySolutions and servicesProduct focus Customer focusLast minute heroicsDisciplined executionActivity-focus Results-focusSolve for my P&LSolve for MicrosoftIndividual-focused CollaborativeOpacityTransparency 11. CAREER EVENTS CONNECTIONSCONTINUOUS LEARNING Manager Ramp Up Management ExcellenceRecommended Readings Manager (M1)Community (MEC)ME OneNote Notebook FoundationLeaders who TeachJob Aids Midterm Mentors and CoachesTip of the Week Pivotal Community Events E-Coaching Manager of Managers (M2)MEC WebOnline training Foundation MidtermClassroom training PivotalBest Practices 12. Career developmentIntegrated Talentis the main focusManagement(~80% of time)Commitment check-in Cycle includes two(~20% of time)annual processes 15 13. What stage am I in?Choose DevelopmentWhat path am I on?Activities Where do I want to go?What development activitiesand experiences will meet my development and careerobjectives? ONEDevelopment Plan What results are expected?How do I get to the nextTake Assessmentstage?Where are my development gaps?What competencies enable better results? 14. Providing a Competitive Advantage through more Productive Work Environments 15. Q&AMario DerbaSenior Director Western EuropeVia Rivoltana 1320090 Segrate (MI) ItalyPhone: +39-0270392210Mobile: +39-335-7940441e-mail: firstname.lastname@example.org 18 16. 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.