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LEADERSHIP DEVELOPMENT SOLUTIONSING U.S. LEADERSHIP DEVELOPMENT
INTERNAL USE ONLY
R E T I R E M E N T • I N V E S T M E N T S • I N S U R A N C E
3
Leadership at ING“Great companies and great leadership
are inseparable. Values are established
and embraced because of great
leadership. Cultures are built and then
thrive because of great leadership.
Ambitious strategies are executed
exceptionally well because of great
leadership. Talent is developed and then
flourishes because of great leadership.
Financial targets are achieved because
of great leadership. Customers have
confidence in our value proposition
because of great leadership. It is the
collective strength of ING U.S.’s leaders
who will chart our journey to greatness.”
- Rod Martin, CEO
4
OrangEvolution! represents a new phase in our ongoing journey where the focus is on our people
and helping them understand how they can personally contribute – and benefit – from achieving our
shared vision of being “America’s Retirement Company™”. We are setting a foundation for suc-
cess centered around our newly created values, our revised leadership model and our cultural pillars.
VALUES:
Our values will guide our decision-making and behaviors and serve as our compass while we trans-
form our culture and execute on our vision and strategy.
• Wedotherightthing
• Wehavecustomerpassion
• Wearethewe
• Wehaveawinningspirit
• Wecare
LEADERSHIP MODEL:
As management stewards of our financial and human capital, we are committed to have leaders who:
• Demonstrateintegrity
• Buildastrongorganization
• Createandleadchange
• Deliverresults
• Excelatexecution
• Leadwithpassionandclarity
• Developpeopleandself
• Workasonecompany
• Focusonthecustomer
CULTURE:
Collectively we will create a culture that is based on:
• A clear strategy and roles - Ensure that our mission, values and strategy are clearly
un derstood and are linked to the roles of individual ING employees
• A culture of high-performance - Establish performance standards, scorekeeping approach,
leadership model, and incentive structure that align with how we execute our strategy
• A focus on continuous improvement - Engage front-line employees to drive exceptional
execution of our strategy and create a bottom-up engine for continuous improvement
FOUNDATION FOR SUCCESS
R E T I R E M E N T • I N V E S T M E N T S • I N S U R A N C E
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*Behaviorsforeachcompetencyareidentifiedforthreedifferenttiersofleaders:
Tier 1: Managers of Individual Contributors
Tier 2: Managers of Managers
Tier 3: Leader’s Council and above
Leadership development options are varied and are targeted toward each tier.
BEHAVIORAL EXPECTATIONS
THE LEADERSHIP MODEL
Is the framework for the leadership development solutions. The leadership model outlines the
expectations* of our leaders and is “how” leaders exemplify our company values and mission.
AMERICA’S RETIREMENT COMPANY
OrangEvolution!LEADERSHIP Jo
urne
y
Continuous Improvement Cultu
re C
hang
e
Evol
utio
n
Transformation
Perf
orm
ance
Clea
r Str
ateg
y
Clea
r Rol
es
High Performance
6
Specific training programsare offered for leaders at all levels
to develop the skills and behaviors
outlined in the leadership model
R E T I R E M E N T • I N V E S T M E N T S • I N S U R A N C E
7
TARGETED SOLUTIONS
DEVELOPMENT OFFERINGS FOR
LEADERS AT ALL LEVELS DELIVERED THROUGH A
VARIETY OF METHODSAUDIENCE FOCUS DELIVERY METHOD
INDIVIDUALCONTRIBUTORS
Establishing a Foundation for Leadership
U.S. Learning Center - SkillSoft
Job Specific Training
TrainingandDevelopmentTeam
MANAGER OF INDIVIDUALCONTRIBUTORS
Building Leadership Competencies
ManagementDevelopmentProgram
ING Leadership Curriculum
U.S. Learning Center - SkillSoft
Leadership 360
MANAGERS OF MANAGERS
DevelopingLeadership Excellence
ExecutiveDevelopment (Partnership with LIMRA)
Action Learning
Leadership 360
SENIORLEAD-ERS (LC+)
Leading Leaders
ExecutiveDevelopment (Partnership with LIMRA)
AcceleratedLeadershipDevelopmentProgram(ALDP)
Executive 360 and Coaching
LEA
DE
RS
HIP
DE
VE
LOP
ME
NT
MA
NA
GE
ME
NT
DE
VE
LOP
ME
NT
EX
EC
UT
IVE
DE
VE
LOP
ME
NT
Specific training programs
EXECUTIVED E V E L O P M E N T
LEADERSHIPD E V E L O P M E N T
D E V E L O P M E N T
MANAGEMENTDEVELOPMENT PROGRAM (MDP)
MANAGEMENT
OrangEvolution! HAS AT ITS VERY CORE AN EMPHASIS ON DEVELOPING AND MEASURING TALENT AND LEADERSHIP AT ING U.S.
TheINGU.S.TalentandLeadershipDevelopmentmissionistomakeleadershipdevelopment
an integral part of personal career development, employee engagement and ultimately
improved business performance. Our focus is on strategically delivering targeted leadership
developmentsolutionsatalllevelsacrossourorganization.OurgoalistomakeINGU.S.a
high-performing company, one employee, one manager, and one leader at a time.
8
TheManagementDevelopmentProgramTier one offerings that use tools,
webinars and classroom sessions
to help managers assimilate into
their role during the first year
R E T I R E M E N T • I N V E S T M E N T S • I N S U R A N C E
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DAY ONE: PRINTED GUIDESManagers receive a transition guide to help them get to know their team and their boss.
Managers will receive an administrative systems guide to help them learn about the systems they need to use as a manager.
Managers will also receive material explaining the details of the Management Development Program.
Month One - WebinarsNew Managers are automatically enrolled via the U.S. Learning Center
OrangEvolution!Expectation setting on our culture, leadership behaviors and employee engagement
Civil TreatmentTraining managers on legal and ethical issues in managing employees
Quarter One - Classroom CoursesOffered quarterly in Windsor, Connecticut
Art of Performance ManagementSituational Leadership II
Year One - WebinarsClasses offered once a quarter
Behavioral Interviewing
Change Management
Compensation
Customer ServiceLeadership
Team Building Techniques
Time Management
ING U.S. MANAGEMENT DEVELOPMENT
OVERVIEW OF MANAGEMENT DEVELOPMENT PROGRAM
As a conduit between executive and front-line employees, our people managers are the key to strategy
execution. They make things happen in the organization. They are also the lens through which employees
see the organization…what they deliver and how they act are keys to influencing employee behavior.
The ING U.S. Talent and Leadership Development team has created a program dedicated to giving our
managers the tools and skills they need to be successful. Our Management Development Program (MDP),
has been efficiently designed to give new managers at ING U.S. a baseline understanding for what it takes
to be an ING leader.
For more information contact us at: [email protected]
10
OUR MANAGEMENT DEVELOPMENT COURSES DIRECTLY ALIGN TO THE LEADERSHIP MODEL FOR TIER ONE MANAGERS
These courses directly address leadership competence specific to
one or more behaviors. Please refer to the legend below as a guide
to course names.
Visit the U.S. Learning Center to sign up for any of the classes.
ING U.S. MANAGEMENT DEVELOPMENT
COMPETENCY MANAGEMENT DEVELOPMENT COURSES
APM BI CTM CM C CSL OE TBT TM SLII BYPN BizSim DiSC OS&DP PMM ROC TMM
Demonstrate Integrity
Build a Strong Organization
Create and Lead Change
Deliver Results
Excel at Execution
Lead with Passion and Clarity
Develop People and Self
Work as One Company
Focus on the Customer
1 1
1
1
1 1 1 1
1 11 1 1
1 11
1 1
1
1 1
1
1
1 1
1
1
11
1
MDP - Management Development Pro-
gram Courses Legend
APM - Art of Performance Management
BI-BehavorialInterviewing
CTM - Civil Treatment for Managers
CM - Change Management
C - Compensation
CSL - Customer Service Leadership
OE - OrangeEvolution!
TBT-TeamBuildingTechniques
TM - Time Management
SLII - Situational Leadership II
Additional Management Development Courses Legend
BYPN - Building Your Peer Network
BizSim - Business Simulation
DiSC - DiSC
OS&DP - Objective Setting and Development Planning
PMM - Project Management for Managers
ROC - Return on Adjusted Capital
TMM - Talent Management for Managers
1 Directlyaddressesleadershipcompetencywithcurriculumspecifictooneormorebehaviors(Tier1Managers)
R E T I R E M E N T • I N V E S T M E N T S • I N S U R A N C E
“EFFECTIVE LEADERSHIP IS PUTTING FIRST THINGS FIRST. EFFECTIVE MANAGEMENT IS DISCIPLINE, CARRYING IT OUT.”
- DR. STEPHEN R. COVEY
Visit the U.S. Learning Center for enrollment or
additional information
11
MANAGEMENT DEVELOPMENT PROGRAM - MONTH ONE AND QUARTER ONE COURSES
COURSE DESCRIPTION
OrangEvolution!This 20 minute online class is designed to provide participants with an understanding of our company’s culture, behavioral expectations of ING U.S. leaders and the importance of engaging employees to foster a high-performance culture.
Civil TreatmentThis 90 minute interactive online module is about how to provide a work environment that demonstrates value, respect and fair treatment for all individuals. The program will teach managers how their conduct can either cause or prevent workplace issues. This is the online version of the class, “Power of the Bench... Valuing Individuals.” Please note that this class has two parts. You must take the online course and then attend a one hour virtual debrief session with a member of the HR Resolution team to receive full credit.
Art of Performance Management
In this two day classroom session, participants will learn to recognize their own barriers to communication and develop a proven set of skills to overcome them. Utilizing these new skills, participants will apply them in various management situations, including: establishing objectives and expectations, providing feedback, coaching, recognition and rewards.
Situational Leadership II
SLII® is a model and a set of tools for opening up communication and helping others develop self-reliance. This one day classroom session is designed to increase the frequency and quality of conversations about performance and development between managers and the people they work with so that competence is developed, commitment is gained, and talented individuals are retained.
MANAGEMENT DEVELOPMENT PROGRAM - QUARTERLY CLASSES
COURSE DESCRIPTION
Behavioral Interviewing
This two hour virtual course is designed to develop skills for hiring the right people. Participants will learn how to ask the right questions the right way, control the interview and deal with interviewer bias. The course uses a scientifically validated instrument (Behavioral Skill Analyzer) to help you identify characteristics that make people successful on the job and avoid making poor hiring decisions.
Change Management
When major changes occur, teams often react with uncertainty about their job, which promotes rumors, low morale, and sometimes a lack of trust in management. All of these things im-pact productivity. This two hour virtual session focuses on leading people through change, communicating effectively, dealing with the rumor mill and building rapport, trust and motivation.
CompensationThis two hour virtual session is facilitated by a member of the compensation team. It is intended to provide an overview of the compensation strategy and implementation of the strategy. This class is not intended for Investment Management managers.
Customer Service Leadership
This two hour virtual interactive session explores various techniques in creating a customer centric culture within a team or organization. Leaders will have an opportunity to explore who their customers are and what they expect, how to sustain an individual level of engagement and leverage their leadership style to coach employees to think as owners. The session will also cover various ways of developing a service management system that works within a specific team or organization.
Team Building Techniques
This two hour virtual course is intended to increase managers’ effectiveness in guiding their teams through the various stages of development to reach high-performance. Participants will learn the importance of leading the team through all the stages and how to manage conflict when it arises.
Time Management
Time is one of our most valuable resources. In this two hour virtual session, participants will learn tips and techniques to effectively manage their time at work. Participants will learn how to better manage time by analyzing, recording, planning, and prioritizing tasks.
ADDITIONAL / OPTIONAL TIER ONE MANAGEMENT DEVELOPMENT COURSES
COURSE DESCRIPTION
Building Your Peer Network
Having a network of peers is like having a cadre of consultants available at any time. In this two hour virtual class, participants will learn who should be in their network, how to build a network and how to use their network for information sharing, problem-solving, and learning new skills.
Business Simulation
Designed with non financial employees in mind, Celemi Apples & Oranges™ is a one-day, interactive ‘board game’ style business simulation that not only teaches participants the basics of finance, but also enables them to truly internalize big-picture fundamentals such as cash flow, inventory and sales. In a classroom setting, participants learn how various decisions and actions - including their own jobs - impact profitability.
DiSCDiSC identifies an individual’s preferred personality or communication style. With this information, participants find ways to use their style to improve communication, interpersonal relationships, work productivity and teamwork. This workshop can be delivered virtually or in person and the length of time varies based on the areas of focus.
Objective Setting and Development Planning
This two hour virtual course takes participants through a series of interactive exercises intended to increase managers’ effectiveness in setting objectives and building development plans for employees and themselves. Participants will learn the importance of the objective setting and development planning process and understand the responsibilities involved. They will also craft SMART objectives and link them to the organization’s strategic vision.
Project Management for Managers
This two hour virtual course exposes participants to a very high level view of project management and the various roles necessary for project success. Project leadership skills and expectations are explored and the project lifecycle is defined.
Return on Adjusted Capital
This ten minute online module provides a broad understanding of Return on Adjusted Capital (ROC) and how this important measurement is impacted by all employees.
Talent Management for Managers
Effective talent management attracts, develops and retains talent employees and potential future leaders that will drive the growth of our business. In this two hour virtual course, participants will define talent management, uncover the benefits of effective talent management, and learn how to effectively manage talent within ING.
For more information contact us at: [email protected]
12
ExecutiveDevelopmentTier two and three leadership courses are designed
for managers of managers and senior leaders.
These courses build upon the foundational skills
coveredintheManagementDevelopmentofferings
R E T I R E M E N T • I N V E S T M E N T S • I N S U R A N C E
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ING U.S. EXECUTIVE DEVELOPMENT
* Courses are offered in a classroom setting and can be taken in any order. Fees do apply and vary by class.
OVERVIEW OF EXECUTIVE DEVELOPMENT COURSES
CHANGE MANAGEMENT
(Prosci)
SENIOR EXECUTIVETEAMS
FINANCIALSTRATEGIES
CONFLICT TOCOLLABORATION
STRATEGIC TALENTMANAGEMENT
LEADERSHIPSTRATEGIES
CREATING A CULTURE OF ACHIEVEMENT
TAKING THE LEADERSHIP CHALLENGE
MENTORING FORIMPACT
At ING U.S., we expect our managers of managers and senior leaders to be the catalyst of
major, even transformative, change. We understand that executives face a complex array of
responsibilities, and let’s face it, the future of the business resides in their ability to develop and
deliver on our strategic objectives. Those transitioning into these senior positions must deal with
significant change in the political network, job complexity, time horizons and human dynamics of
the work environment.
We have designed a set of leadership development offerings (in partnership with LIMRA
and Prosci) to help our senior leaders:
• Establishalong-rangevisiondespiteanuncertaineconomicandpoliticalenvironment
• Flourishinthefaceofnew,oftenunexpectedcompetitorsfromallcornersoftheglobe
• Beentrepreneurswhodevisewaystoinnovativelymeetclientneeds
• Createahigh-performanceculturethatelevatestalentstrategytobusinessstrategy
• Executeunderintensescrutinyandwithlittleleewayfromtheirboard,their
shareholders, the media and the public at large
EXECUTIVED E V E L O P M E N T
LEADERSHIPD E V E L O P M E N T
D E V E L O P M E N T
MANAGEMENTDEVELOPMENT PROGRAM (MDP)
MANAGEMENT
ExecutiveDevelopment
For more information contact us at: [email protected]
14
OUR EXECUTIVE DEVELOPMENT COURSES DIRECTLY ALIGN TO THE LEADERSHIP MODEL FOR TIER TWO AND THREE LEADERS.
These courses directly address leadership competence specific
to one or more behaviors for tier two and/or tier three leaders.
Please refer to the legend below as a guide to course names.
Visit the U.S. Learning Center to sign up for any of the classes.
ING U.S. EXECUTIVE DEVELOPMENT
COMPETENCY LIMRA EXECUTIVE DEVELOPMENT COURSESPROSCI CHANGE
MANAGEMENT COURSE
CTC CCA FS LS MFI SET STM TLC PCM
Demonstrate Integrity
Build a Strong Organization
Create and Lead Change
Deliver Results
Excel at Execution
Lead with Passion and Clarity
Develop People and Self
Work as One Company
Focus on the Customer
2/3
2/3
2/3
2/3
2/3 2/3
2/3
2/3
2/3 2/3
2/3 2/3
3
3
3
LIMRA EXECUTIVE DEVELOPMENT COURSES
CTC-ConflicttoCollaboration(1Day)
CCA-CreatingaCultureofAchievement(1Day)
FS-FinancialStrategies(4Days)
LS-LeadershipStrategies(4Days)
MFI-MentoringforImpact(1Day)
SET-SeniorExecutiveTeams(1Day)
STM-StrategicTalentManagement(2Days)
TLC-TakingtheLeadershipChallenge(1Day)
PROSCI CHANGE MANAGEMENT COURSES
PCM - Prosci Change Management (One or Three Day Versions Available)
2
3
2/3
Tier 2 (Manager of Managers)
Tier 3 (Leaders Council+)
BothTier2&3
R E T I R E M E N T • I N V E S T M E N T S • I N S U R A N C E
EXECUTIVED E V E L O P M E N T
LEADERSHIPD E V E L O P M E N T
D E V E L O P M E N T
MANAGEMENTDEVELOPMENT PROGRAM (MDP)
MANAGEMENT
“GREAT LEADERS ARE ALMOST ALWAYS GREAT SIMPLIFERS, WHO CAN CUT THROUGH ARGUMENT, DEBATE AND DOUBT,
TO OFFER A SOLUTION EVERYBODY CAN UNDERSTAND.” - COLIN POWELL
Visit the U.S. Learning Center for enrollment or
additional information
15
EXECUTIVE DEVELOPMENT - COURSE DESCRIPTIONS
COURSE DESCRIPTION
Change Management
There are two classroom versions of this course based on your role in change: 1) This three day change management certification program utilizes Prosci’s research-based change management methodology, ADKAR® model, and change management toolkit. At the end of the program, participants are certified in Prosci’s change management methodology and are able to lead their organizations through both incremental and radical changes. 2) This one day change management sponsor program focuses on why active and visible sponsorship is the number one contributor to overall project success. Participants will learn how to strategically position a change management initiative.
Conflict toCollaboration
Adopt the mindset that brings out the best in others, even in adversity. Apply three-dimensional thinking to better understand others’ perspectives and present your ideas in a most compelling manner to better motivate and influence others. Explore strategies for promoting attitudes that establish the expectation of success, diminish resistance, and encourage compromise. Use an invaluable tool to discover the root causes of any personnel problems and lead teams to success. Practice techniques for addressing individual and team performance challenges without triggering negative emotional responses in this one day classroom session in this one day classroom session.
Creating a Culture of Achievement
Identify major performance inhibitors to employee engagement, initiative, and accountability. Focus on intuition, insight and effective communication tools to become a “success coach” for your team. Learn strategies to engage, enlist, and foster internal champions and turn them into solid stakeholders. Explore best practices that will create a self-sustaining culture of achievement for your organization in this one day classroom session.
Financial Strategies
Examine accounting and capital management, profitability and pricing metrics. Enhance your strategic decision making abilities by understanding how to interpret financial information and reports. Maximize your profits by interpreting financial data and developing appropriate operating metrics. Learn how to communicate more effectively with company executives and financial professionals by becoming fluent in the financial language of business in this four day classroom session.
Leadership Strategies
Explore personal influence, derailment, conflict management and decision making. Learn about trust, influence, and methods for giving and receiving feedback. Discover the impact of emotional intelligence on success or derailment. Create a personal development plan based on assessment results, feedback and coaching in this four day classroom session.
Mentoring for Impact
Learn how to assist mentees in their career development by providing constructive feedback that will have the most positive impact on performance. Recognize the importance of knowledge transfer and growth opportunities for talented individuals. Understand how to motivate mentees by appealing to their individual values. Discover how to retain mentees based on type-related career satisfiers. Develop effective strategies to delegate based on natural strengths and blind spots. Learn how to anticipate and overcome potential sources of miscommunication. Explore how to build, improve, and sustain long-term strategic relationships in this one day classroom session.
Senior Executive Teams
Clarify your leadership style and its impact on others in the executive team. Identify behaviors that build trust, as well as behaviors that impede effectiveness. Learn about interdependence at senior levels, and the need for a broader perspective. Gain insight to assess your own team and leverage individual styles for future success in this one day classroom session.
Strategic Talent Management
Learn about the relationship between employee value propositions and business strategies. Incorporate best practices in on-boarding and coaching into your talent management plan. Draft a talent management strategy that links to your strategic business objectives in this two day classroom session.
Taking the Leadership Challenge
Explore the values that are essential to leadership success. Enhance your leadership skills to become fully inclusive. Discover successful approaches to empower others and increase productivity. Learn creative and innovative strategies to increase your effectiveness in this one day classroom session.
“LEADERSHIP IS INFLUENCE.” - JOHN C. MAXWELL
“LEADERSHIP IS ABOUT THE TRANSFORMATION FROM ‘I’ TO ‘WE’.”
- BILL GEORGE
For more information contact us at: [email protected]
Visit the U.S. Learning Center for enrollment or
additional information
16
The current 360˚ assessment has been revised to reflect the new leadership model.
• Surveyquestionsaredirectlyalignedwithcompetenciesandbehaviorsin
the leadership model
• PartnerwithyourleaderandHRAdvisortoinitiatethe360process
• Workoneononewithacertified360coachtoanalyzetheresultsanddevelop
an action plan to include targeted leadership development opportunities
ADDITIONAL TOOLS FOR SUCCESS
A training center will be utilized in the Windsor, CT ING U.S. office for classroom learning and development opportunities.
• Dedicatedtrainingspaceforleadershipanddevelopmenttraining
• Vendorpartnerstooffertrainingsessionsonsite
• ECmemberswillkickoffacourseeachquarter
• Providetheirinsightsandexperiencesonleadership
• Latesttechnologyutilizedtomaximizelearning
• Two60”LEDmonitorswithannotationcapability
• DigitalVideo/Audioconferencingcapability
• MicrosoftSurfacetabletsavailableforparticipantstouse
• Synchronizedpresentations
• Sharedscreensanddisplaycapability
This user friendly interview guide can be modified for any department or role.
• Questionsarebehavioralinnatureandlinkedtoournewleadershipcompetencies
• Interviewquestionscanbeselectedfromadropdownmenu
• Additionalquestionscanbecustomizedandinsertedintothetool
• Evaluationofcandidatescanbeeasilycalculated
• Fostersconsistencyintheinterviewprocessthroughouttheorganization
• LocatedonINGExchangeinthePeopleManagerToolkit
• Keywordsearch:Manager’sInterviewTools
LEADERSHIPDEVELOPMENT CENTER
CUSTOMIZED INTERVIEW GUIDE
R E T I R E M E N T • I N V E S T M E N T S • I N S U R A N C E
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ContactyourHRAdvisorortheTalentandLeadershipDevelopmentteamat:Integratedtalentteam@us.ing.comformoreinformation.Wecancustomizecoursesforintactteamsandalsoofferavarietyofotherworkshops,classesandservicesbasedonrequest.
SAMPLE LIST OF ADDITIONAL SOLUTIONS
SERVICE DESCRIPTION
360 Coaching As part of the process of taking the 360 assessment, skilled coaches work with participants to review the results and facilitate action planning for developing targeted competencies.
Action Learning Groups
Action learning is an educational process whereby people work and learn together by tackling real issues and reflecting on their actions. Learners acquire knowledge through actions and practice, in addition to traditional instruction. As trained facilitators, Talent and Leadership Development Consultants lead the group discussion, set up any activities and capture ideas so that the manager doesn’t have to.
Focus Group Facilitation
Often having an independent, third-party conduct focus groups can help generate open, honest dialogue amongst team members. Talent and Leadership Development Consultants, trained in the skills of facilitation, can facilitate group discussions to uncover root causes and potential solutions to the challenges your team faces.
Strategic Planning Session Facilitation
Planning is critical for any business. The Talent and Leadership Development Consultants are expert facilitators and can help business units successfully develop and implement strategies for growth and solutions to business needs. This is done through discussion, simulation and experiential activities. Leaders leave the session with impactful strategic plans ready for execution.
Teambuilding Activities
Sessions can be delivered in person or virtually, depending on the nature of the teambuilding event. Each session is customized and tailored to the intended goal of the interaction.
SAMPLE LIST OF ADDITIONAL SOLUTIONS
COURSE DESCRIPTION
7 Habits of Highly Effective People
Based on the principles from Stephen R. Covey’s best-selling book of the same name, participants learn life-changing skills that will maximize their potential both personally and professionally. This two day workshop covers techniques to improve productivity and communication, strengthen relationships, increase influence and focus on critical priorities.
Crucial Conversations
Crucial Conversations occur when stakes are high, opinions vary, and emotions run strong. This two day workshop covers the tools participants need to step up to life’s most difficult and important conversations, say what’s on their mind, and achieve the positive resolution. Participants learn how to keep their cool and get the results they want when emotions flare.
Supporting All Employees’ Career Development (Managing a Diverse Workforce)
In this one day classroom session, managers learn how to recognize biases that may be getting in the way of giving all employees development opportunities that help them engage in continuous learning. Emphasis is placed on the importance of seeking out differences of opinion to solve business problems. Participants discuss what is considered negative treatment, how that impacts employee behavior, and how quality treatment can improve employee performance.
Leading Virtual Teams
This two hour virtual course describes what it means to be a “bionic” virtual leader with a team that communicates and collaborates effectively. Participants come away with tips, tricks and resources to help improve their skillset as a virtual leader at ING.
Manager ForumsThese 90 minute interactive classroom sessions vary in topic based on current needs of the organization. Managers get together to brainstorm real-life solutions to current situations impacting the business and its people.
MBTI (Myers-Briggs Personality Type Indicator)
Participants take a personality assessment which is then followed up by either an individual or group review. A report is generated that provides easy-to-read graphic descriptions of reported type, prefer-ences, and characteristics. A facilitator expands on the results for better understanding of individual differences and team dynamics. This session can be delivered virtually or in a classroom and the length of time will vary based on the areas of focus.
Negotiation SkillsThis three hour classroom session assists participants in understanding their comfort level in negotiation, the different phases of negotiation, tactics and strategies to use, and how to apply them in the real world at ING.
Presentations That Work
This two day course is designed to develop and/or refine presentations skills by focusing on eye contact, stance, gestures, Q&A, etc. Participants practice delivering various types of presentations and are videotaped in a classroom setting for enhancement of feedback.
Providing Post Interview Feedback
Posting for a position internally can be a very valuable experience for employees, or it can leave them with a negative impression of the company. Even when an internal candidate does not get the position they’ve applied for, the learning opportunity is great. This two hour virtual session will focus on how and when to provide feedback to internal candidates when they do not receive the position, so that the internal posting process is a very positive developmental experience.
Resume Writing This one hour interactive virtual session is intended to give employees the skills needed to plan, design and draft a resume.
Workflow Management
Managers are responsible for managing the flow of work into and out of their department, yet not many people have received formal training on this important skill. This one day classroom session is delivered to intact teams with the assistance of the managers’ manager. Participants learn the theory behind workflow management, the process and expectations of managing workflow from their leader and apply a formula for managing workflow to real-life scenarios.
For more information contact us at: [email protected]
18
Leadership at ING“There are many important and well
understoodleadershipqualitiessuch
as setting a direction and providing
performance feedback. There are other
leadershipqualitieswhichfurther
differentiate successful leaders such as
continually developing one’s self and
developing each person on a team to
reach their full potential. ING’s Talent and
LeadershipDevelopmentservicescanhelp
ING leaders develop themselves, their
people, and create high-performing teams.
Allofthis,however,requiresanongoing
personal commitment to be the best leader
and to develop the best team.”
- KevinSilva,HeadofINGU.S.HumanResources
R E T I R E M E N T • I N V E S T M E N T S • I N S U R A N C E