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  • Next Gen Leadership Talent management @ Uber

    Miguel Castuera

    LatAm Head of People Development

  • ● Uber: The History behind the hypergrowth

    ● The strategy: Systemic thinking

    ○ Individuals: growth mindset

    ○ Talent Management

    ○ Team Enablement

    Agenda

  • Visualizing Uber’s Growth over Time

  • Great!...so what happened behind the scenes?

  • 12X FY

    9X FY

    2015

    3X FY

    2018

    Uber Demand Latin America Growth

  • 12X FY

    9X FY

    2015

    3X FY

    2018

    Uber Demand Latin America Growth

    HC: 120

    HC: >1000

  • 12X FY

    9X FY

    2015

    3X FY

    2018

    Uber Demand Latin America Growth

    HC: 120

    HC: >1000

    HR: 1

    HR: 3

  • Any idea of what happened on the HR world?

  • Some challenges:

    ● Young Leaders ● 95% Millennials ● Promos every 6 months ● Culture chaos, big GAP on D&I ● Hypergrowth

  • The solution: Systemic thinking

  • Systemic Thinking : Interventions per layer, more impact.

    Team Team

    E m p l o y e e s

    HIGH PERFORMING ORG

    Change management + Leadership

  • How to go from this….

  • To this….

  • Individuals Growth mindset + Talent Management

  • Career Growth Self-Assessment

    How well do you know what you need to help yourself grow?

    0 1 2 3 4 5 Not at all Very well

  • Why Growth-based Approach matters for orgs?

    Retention Engagement Transformation of work Business

    Outcomes

  • Why Growth-based Approach?

    According to LinkedIn, the number one reason people leave their job is a lack of growth. Job switchers are most typically people

    who saw their job as a dead end, so they left it for one that offered a chance to grow.

    Retention Engagement Transformation of work Business

    Outcomes

    LinkedIn Global Job Seekers Survey (2015), n=10,000

  • Why Growth-based Approach?

    In an analysis of 500,000 employees across 8,000+ companies, employees’ satisfaction with the growth opportunities available to

    them was one of the strongest drivers of their engagement (r= >0.75).

    Retention Engagement Transformation of work Business

    Outcomes

    Quantum Annual Employee Engagement Trends Report (2018), n=500,000

  • Why Growth-based Approach?

    The skills needed for business performance are continuously evolving. Even technical jobs now require skills such as writing,

    research, problem-solving, and teamwork. Development addresses skill shortages.

    Engagement Transformation of work Business

    OutcomesRetention

    Deloitte’s Human Capital Business Trends Study (2018)

  • Why Growth-based Approach?

    Deloitte research found that companies with a stronger focus on Learning & Development had 37% greater employee productivity,

    had 34% greater customer satisfaction and were 17% more likely to be a market share leader

    Engagement Transformation of work Business

    OutcomesRetention

    Bersin by Deloitte, 2010, n=1,000 organizations

  • Creating a Growth Culture

    “I don’t have a career path.”

    “I want to grow myself to fill many different

    roles.”

    Growth Continuum

    High Performing Teams

    - Engagement - Retention - Upskilling - Business

    outcomes“I am looking for opportunities to

    develop”

    “How do I get promoted?”

  • Personal growth is a journey, not a destination” “

  • Design Education aligned with

    chosen career field

    Clearly laid out career path

    New roles successively build on previous experience

    Discovery Education tangentially related or transferable to various fields

    Connections sought and made across varied career paths

    Core skills applicable to various roles

    How our careers (actually) unfold

    Default Career interests

    pre-determined by influencers

    Education and career choices follow in footsteps of role

    models or mentors

    High opportunism

    High intention

    Drift Multi-faceted career defined by

    exploration and openness to possibilities

    Skills and experience driven continuous learning and change

  • Earn our customers’ love

    The future of work = Growth

    95%

    of people believe they need new skills to stay relevant at work.

    of young people enter the workforce in jobs that will be radically impacted by automation

    of the jobs available in 2030 haven’t even been invented yet!

    70%

    85%

    Source: Mckinsey 2017

  • Creating a Growth Culture

    “I don’t have a career path.”

    “I want to grow myself to fill many different

    roles.”

    Growth Continuum

    High Performing Teams

    - Engagement - Retention - Upskilling - Business

    outcomes“I am looking for opportunities to

    develop”

    “How do I get promoted?”

  • Where is your Org generally on this continuum?

    What does that look like in practice?

    Does it work for your Org to be where it is? Why or why not?

    Creating a Growth Culture

    1 2 3 4 5 6

    Promotion Pathing Peers

    Values Aspirations Contribution

    Learning CultureGrowth Continuum

  • In a 21st-century career, the individual and his or her experiences take center stage. Instead of a steady progression along a job-based pathway, leading organizations are shifting toward a model that empowers individuals to acquire valuable experiences, explore new roles, and continually reinvent themselves.

    Deloitte’s Human Capital Business Trends Study, 2018

    “ “

  • Examples

    ● Understand people management ● Develop skills in the Manager competencies

    ● Exposure to different projects

    Leading out a project team

    Develop influencing skills as project lead

    Participate in project outside my function

    It may be a tall task considering availability and timing but I'd like to be in a managerial position.

    What would best help me learn these topics in the next 6mo. - 1yr.?

    - Getting coaching from experts in leading projects

    - Watch a leader influence - Get feedback on influencing

    opportunities

    Study best practices of project managers

    Managing Stakeholders

    Read about management

    Aspiration longer-term Goal:

    What do I need to learn in order to achieve this aspirational goal?

    70% 20% 10%

  • Examples

    70/20/10

    ● 70% of time project managing people-focused initiatives. Facilitate trainings once a quarter and get feedback from the team.

    ● 20% of time will be spent learning best practices from SMEs and getting exposure to learning programs.

    ● 10% will be spent attending a session on facilitation best practices.

    A blended combination will yield the very best results. Focusing on training or courses only limits you to many other ways of accelerating your development.

    Growth Goal:

    Function in a significant people development role / Training

  • Have you ever really thought about what you are really passionate about?

    Do you know what you are really good at?

    Do you know what you want to do in 1, 5, 10, years?

    Where do you want to take your career?

    What you should be doing now to help achieve your longer-term

    aspirations?

  • Does what you value personally align with how you live professionally?

    If our responsibilities to our work are at constant odds with our responsibilities to ourselves, we cannot be all in and we will emotionally detach from work.

  • Career development thought-work

    • Who motivates you?

    • What would you do freely?

    • What problems matter?

    • Which opportunities matter?

    • What’s 1 thing you want to be excellent at right now?

    Aspirations General

    • What’s fundamentally important to you?

    • What inspires you?

    • What does success look like?

    • How do you prefer to be recognized for exceptional work?

    • What was your path to your current work?

    • What were key lessons along that path?

    Values

  • Career development thought-work

    • What skills / talents do you have that we haven’t been utilizing?

    • What do you deliver that’s most meaningful for you?

    • What would the team miss without you?

    • What might you want to achieve for the greater good of Uber?

    Contributions • What’s better because of your work?

    • Who’s stronger because of your work?

    • What’s been solved because of your work?

    • What’s more sustainable because of your work?

    Outcomes Concrete