The Leadership Model - Petrex · Managers DONE Leadership Meetings Meetings to define actions to be taken with the aim to spread the Leadership Model and sharing of the core principles

mercoledì 1 marzo 2017 mercoledì 1 marzo 2017

The Leadership

Model

2 mercoledì 1 marzo 2017

The Leadership Model

The 6-pillars model to capture Saipem’s values


Leadership Model

The project framework

Pillars Behaviors Follow-up Call to action

1 2 3 4

DONE DONE DONE IN PROGRESS

Workshop Workshop Interviews Model

application

Interactive

workshop with

the participation

of top managers

and key

managers to

define and share

Saipem's

principles

Meetings to

define specific

BU/Function

behaviours

Identification of

the skills

associated with

each principle;

homogenisation

of the behaviours

identified for

each

BU/Function for

each levels of

responsibility /

complexity

Application of

the new

behavioural

model to all

effected HR

processes

Main Partner SDA

Bocconi

Function/BU’s

Head + managers Consultancy + HR

Consultancy + HR

+ managers

Framework:

competences

and behaviors

5

Deployment

7

DONE

Event

New sharing of

the meaning

attributed to the

6 pillars in light

of the new

Saipem’s

strategy.

CEO + Top

Managers

DONE

Leadership

Meetings

Meetings to

define actions to

be taken with

the aim to

spread the

Leadership Model

and sharing of

the core

principles and

values

Top Managers

DONE

Communication

tools

Conveying

information,

intentions and

values of

Leadership Model

through different

communication

channels (letter

from the ceo,

intranet, video

and panels)

Message from

Saipem’s CEO

Launch

6


The Leadership Model


Leadership model’s six pillars – PEOPLE

Works cooperatively with peers or teams in

different functions and countries to reach

success collectively. Shares useful information

and listens to all the stakeholders, building

trust. Is interested in other individuals’

perspectives and concerns

Leads the group with credibility towards team

objectives, making people aware of their

responsibilities and ensuring their commitment

by engaging and empowering them. Supports

individual development by mentoring and

coaching them.

COLLABORATION EMPOWERMENT


Leadership model’s six pillars – VISION

Understands the market dynamics and trends

that affect the business. Is focused on the long

term business strategy and sets consequently

priorities and actions.

Drives change and continuous improvement, by

energizing people to the need for specific

changes in the way things are done. It implies

openness to change.

PERSPECTIVE THINKING CHANGE ENABLER


Leadership model’s six pillars – COMMUNICATION

Communicates in a simple, clear and assertive

way. Adapts own approach to the different

audience to have a positive impact and to gain

support to own agenda.

POSITIVE IMPACT

Collects, understands and shares

organizational and business information,

leveraging on digital canals. Is aware of the

importance of sharing key information in a

proper way, ensuring the best reactions.

CONNECTING


Leadership model’s six pillars – DECISION MAKING

Thinks through situations from different

perspectives and takes the appropriate

risks and decisions. Is aware and takes into

considerations costs/benefits and

organizational implications.

Leads and steers actions with full

accountability and tenacity to ensure

successful outcomes. Sets goals and plans

the actions needed to meet short and long

term goals.

SHAPE SOLUTIONS ACCOUNTABILITY


Leadership model’s six pillars – KNOWLEDGE

Searches for opportunities to increase and

improve its own know-how and competencies.

Encourages others to increase their know-how.

It implies curiosity and learning orientation.

Creates opportunities to share knowledge with

others. Transfers its own know-how and

experience. Creates a learning environment

and contributes to building company know-

how.

LEARNING ATTITUDE KNOW-HOW DISSEMINATION


Leadership model’s six pillars – INTEGRITY

Supports the organization mission with own

behaviour and acts to promote the

organization goals and reputation.

Acts in a trustworthy manner; is consistent

with what says, with personal and

organizational values. Acts with integrity even

though it implies taking difficult decisions.

LOYALTY ROLE MODEL


LEADERSHIP MODEL

The video

http://saitube.saipemnet.saipem.intranet/video/Leadership-Model/ec88b9e37eecbc007fc355042f7b73eb

12 mercoledì 1 marzo 2017 12 mercoledì 1 marzo 2017

Saipem Leadership Model,

Extraordinary is our Everyday

Documents

The Leadership Model - Petrex · Managers DONE Leadership Meetings Meetings to define actions to be taken with the aim to spread the Leadership Model and sharing of the core principles