Preparing Your People to Lead Margo Hendrickson

Vice President, Human Resources

We are a high growth healthcare tech company, focused on being caregivers' most trusted service

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Engaged, Best-of-Breed

athenistas

Attract A-Players

Provide Tools and Set Clear

Expectations

Measure Results & Give

Feedback

Compensate Performance

athena’s Talent Strategy is designed to attract, grow and retain high performers

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Developing leaders begins with knowing what matters

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�  We’ve defined the Competencies necessary to be successful at athena and at each cohort

�  athena’s include: •  Teaching

•  Learning

•  Teamwork

And just for good measure….

•  Flexibility

•  Innovation

�  Know what matters in order to get the right people

Leaders of companies that go from good to great start by getting the right people on the bus, the wrong people off the bus, and the right people in the

right seats.

- Jim Collins, Good to Great

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We focus on creating an environment that values developing people

�  Give people room to experiment

�  Offer skills training, new challenges •  Professional development programs

•  Move people around…a lot

�  Share stories (especially failures)

�  Value talent management •  Regularly scheduled one-on-ones

•  90 day pulse check for new hires

•  In the moment feedback

•  Annual Performance Review and 360s

•  Succession Planning

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Our leadership development programs are rooted in real work, specific to athena, and have ongoing impact

1.   We identify high-potentials across 4 cohorts and tailor programs to the competencies at each level

§  E.g. For Associates: Influence, Coordination, Execution

§  Include significant VP/Executive participation

§  Leadership lunches, project sponsorships, faculty, mentoring

2.   Provide feedback, insights, and subject matter training on leading self, team, company, and marketplace

§  Personal assessments given at every level (e.g. LPI, Hogan Derailers)

§  Executive Coaching for leadership levels

§  Workshops on “How athena works” and “Know the Competition”

3.   Connect program objectives to business objectives §  Managing work and talent in a high-growth company

§  Growing and retaining high performers is a key element of our talent strategy

4.   Engage participants in Action Learning §  Cross-functional projects based in real problems, creating real business solutions

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Leadership development is embedded in the organization: not an event but a process

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Leadership development is on a continuum that expands past the program; “not an event, but a process”

§  Alumni become program coaches, workshop faculty, and project sponsors

§  Participants build an individual development plan in collaboration with manager and HR Business Partner

§  Annual appraisal is 50% competencies, extending conversation around role modeling

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