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Developing Rising TalentPresented by Maurizio Morselli
Development Of HIPOs is a Strategic Priority.
TO:
build strong leadership bench
enhance capability to deliver on future strategy
enable accelerated career progression of rising talent (HI P0tentials)
HIPO Development
Who is a HIPO?: One Co’s DefinitionHIPO Development
Performing below target
in current job but has
potential for 2 levels or
higher advancement.
(May be new in position)
Performing or above
target in current job
but has potential for
2 levels or higher
advancement
Outstanding
performance way above
target for current job and
has potential for at least
2 levels or higher
advancement.
Performing below
target for current
job & potential for
advancement is
low.
Performing at or above
target for current job
but no potential for
advancement to
higher level.
Outstanding performance in
current job but no potential for
advancement to higher Level.
May be considered a Pro in
position or considered and
recognized either internally or
externally as a functional or
technical expert.
High
Long Term
Potential
Low
Current Performance High Low
Our Target
High
Potentials
(HIPOs)
Who is a HIP0? CLC’s Definition
“A high potential employee is someone with the ability,
engagement, and aspiration to rise and succeed in more
senior and more critical positions” *
HIPO Development
Let’s remember that “performance alone
cannot predict an employee’s potential” *
* Corporate Leadership Council, 2005
How can HIPOs realize their full
potential?
Through on-the-job experiences
Through progressively challenging assignments
Through Senior Management feedback mechanismsand
Through robust external experiential learning
HIPO Development
TWO Target HIPOs
Senior HIPOS
Junior HIPOS
HIPO Development
External Learning* To Develop Senior HIPOs
High Potential Leadership(Wharton School)
High Impact Leadership(Columbia U)
Emerging Leader Program(Columbia U)
Leadership Development Program(Center For Creative Leadership)
Advanced Leadership Development(Rutgers Center for Management Development)
Leadership Training for High Potentials(NYU Stern’s)
The Voice Of Leadership(American Management Association)
Leadership: Great leaders, Great teams, Great results(FranklinCovey)
Situational Leadership II(Ken Blanchard Companies)
The Leadership Advantage(Dale Carnegie)
HIPOS
Senior HIPOS
Junior HIPOS
HIPO Development
* This a sample, for illustrative purposes, of select available learning programs.
Senior HIPOS Programs (1)Program High Potential Leader
( The Wharton School)
High Impact
Leadership
(Columbia U)
Emerging
Leader
(Columbia U)
Leadership
Development
Program (CCL)
Length 6 days 6 days 6 days 5 days
Key
Features
Build the Leadership
foundation based on your own
strengths and values
Master strategic business
skills
Optimize potential and
accelerate career progression
Make strategic decisions;
lead change; motivate people
Design your results-driven
action plan
360 feedback
1-1 coaching
Leadership styles
Group dynamics
Managerial decision
making
Managing change &
organizational
performance
360 feedback
1-1 Consultation
Strategy
Formulation
Organizational
Behavior
Negotiations
Conflict
Management
Problem Solving
Self-awareness tools
and activities
Videotaped group
work
Coaching activity
Style assessment
Peer &faculty 1-
1feedback
Charting progress
and actions
Location Philadelphia, PA NYC NYC NC, CO, CA
Investmt. Tuition 11,500Materials, Meals, Lodging and
Executive Coaching inclusive
Tuition 10,200Materials, Meals, Lodging
inclusive
Tuition: 9,450Materials, Meals,
Lodging inclusive
Tuition: 6,800Materials Included
HIPO Development
Senior HIPOS Programs (2)Program Advanced Leadership
Development
(Rutgers Center for
Management
Development)
Leadership
Training For HIPOS
(NYU)
The Voice Of
Leadership
(AMA)
Length 5 days 2 days 3 days
Key
Features
Emotional Intelligence
Management Styles
Conflict Resolution
Derail or Develop?
360 degree feedback
Critical Challenges
Milestones and Pitfalls:
Advice from an Executive
Coach
Leadership Models
Leadership and Authority
Building Effective Teams
Power , Politics,
Persuasion
Managing Change
Leadership
Communication
Inspiring action and
producing results
Influencing and inspiring
Setting direction
Coaching,
counseling, mentoring
Defusing tension
Location NJ NYC NYC & other locations
Investmt.
*
Tuition 3,500Materials Include
Tuition 2,500Materials Included
Tuition 2, 445Materials Included
HIPO Development
* Investment amounts are approximate and for reference purposes only
Senior HIPOS Programs (3)Program Leadership: Great
leaders, great teams,
great results
(Franklin Covey)
Situational Leadership II
(The Ken Blanchard
Companies)
The Leadership
Advantage
(Dale Carnegie
Training)
Length 3 days 2 days 3 days
Key
Features
Ineffectiveness of old
school leadership
Building trust
Aligning systems that
drive success
Creating the team-
organization strategic link
The Leadership contract
Diagnosing Self and Team
Adaptive Communication
model
The Flexible Leader (goal
setting, coaching, problem
solving)
Accountability
Leader Action Profile
Creating a Vision
Strategy
Intelligent Risk-Taking
Influencing
Team Leadership
Empowering Others
Recognition
Performance Standards
& Accountability
Location NYC & other locations NYC & other locations Rest of ‘09 :CO, MI, ILL
Investmt. Tuition 1,895Materials Included
Tuition 1, 895Materials Included
Tuition 1,895Materials Included
HIPO Development
External Learning* To Develop Junior HIPOs
Improving Your Managerial Effectiveness(AMA)
Moving from OperationalManager to Strategic Thinker(AMA)
Foundations Of Leadership(CCL)
Leadership Training For Managers(Dale Carnegie)
Disney’s Approach to Leadership Excellence (Disney Institute)
HIPOS
Senior HIPOS
Junior HIPOS
HIPO Development
* This a sample, for illustrative purposes, of select available learning programs.
Junior HIPOS Programs(1)Program Foundations Of Leadership
(CCL)
Improving Your Managerial
Effectiveness
(AMA)
Moving from
Operational Manager
to Strategic Thinker
(AMA)
Duration 3 days 3 days 3 days
Key Features Multi-rater assessment
Influence (videotaped exercise)
Derailment
Navigating relationships;
conflict; interpersonal needs
One-on-one w/ coach
Peer feedback
Individual goal development
Behavioral Profile Matrix
Managing Teams
Moving from Boss To Coach
Transformational coaching
Managing Conflict
Managing Motivation and
Growth
Operational and Strategic
skills
Strategic thinking, SWOT
and operational reality
Encouraging Innovation
ID key strengths and
weaknesses of your work
group
Persuasion and
influencing
Location NC, CO, CA NYC (& other locations) NYC(& other locations)
Investment Tuition: 3,700Materials Included
Tuition: 2,195Materials Included
Tuition: 2,095Materials Included
HIPO Development
Junior HIPOS Programs(2)Program Disney’s Approach To Leadership
Excellence
(Disney Institute)
Leadership training For Managers
(Dale Carnegie)
Duration 4 days Meets 7 consecutive afternoons (i.e. every
Monday; 5:30-8:30pm)
Key Features Vision, Creativity and Communication
Leadership Values and Strategies
Change, Active Partnering and Team
Success
Implementing Change (personal and
organizational)
Commitment and Challenge to Make a
Dramatic Leap
Developing a Vision
Developing Strategy
Risk Taking
Influencing Skills
Gaining Cooperation
Leading a Team
Empowering Others
Performance Management
Location Various Disney Locations Locations Vary ( for ’09 only AZ)
Investment Tuition: 3,995
Materials Included
Tuition: 1,595Materials Included
HIPO Development
Another Approach to Consider:
HIPO Development via a Company customized program*
Sunday
Welcome/Intros
Expectations
Monday
Leadership
Tuesday
Getting Your
people on the
bus
Wednesday
Focus and
Discipline
Thursday
Innovation and
Creativity
Self-Assessment
Debrief (sent as
assignment)
Co.-specific Business
Simulation
Engaging the
hearts and minds
of your staff
Creating a culture of
Discipline and
Delivery
Innovation and
Creativity workshop
On Becoming/Being a
Leader
Coaching for
Success
Lean Thinking
Simulation
(6 Sigma?)
Closing Activity
Team activity &
learning
Evening:
Challenge
Assignment
Facilitating intergroup
communication
Evening:
Strategy
Evening: Personal
Development
Planning
HIPO Development
* This is only a generic example; program content can be adjusted based on target HIPO Group
HIPO Development
Pros and Cons of External and Custom Approaches
EXTERNAL PROS
Readily Available
Mingle and network outside your industry
Proven Faculty/University Resources
CONS
Can be costly
Some are out of town
Sometimes not with peers
INTERNAL/CUSTOMPROS
Very Specific to the firm
Be with own peers/colleagues
Could Save by using in-house facility (although not recommended)
CONS
Limited exposure to outside peers
Can take long to develop
Must find proven faculty
PLANNING
(For discussion purposes)
HIPO Development
Assessment/Review
Acting On
Development
Actions
Organizational
Risk
Assessment
Communication
Does Exec. Teamagree with names oncurrent potential/performance matrix?
Can each exec.Make a valid businesscase for each HiPO?
Are there departurerisks we need to act onimmediately
Do we know the“Talent-Gaps” within the VP?
Do we understand potential “derailment factors”?
Have we assessed thecritical business processesthat would be interruptedif a position were left vacant?
Messaging to HiPOS(balancing recognition, to create excitementand retention,without over promising)
Decide on best way to position to all (HIPOS & Organization)
We have identified some potential external programs; Decide on most valuable content for our HIPOS
What type of development actions are we prepared to support (Pre and Postlearning event? i.e. leadership by example)
High Potential Candidate Criteria:1a
(1a,b,c+2)
1a. Exhibits exceptional career potential through:
• Demonstrated superior (best-in-class) leadership traits
• Enacted substantial improvements in area of responsibility.
• Demonstrated rapid learning and superior performance in new
assignments.
• Exercised initiative by acting on own to isolate and solve problems
without directions to do so.
• Self-imposed actions to learn more about positions other than his or
her own.
HIPO Development
Rate each of the HIPO Candidate Criteria using the following scale:
0 = No observations 1 = Little demonstration of this attribute; 2 = Moderate demonstration; 3 = Significant demonstration
Specific , observed examples from candidate’s work history:________________________________________________
________________________________________________________________________________________________
________________________________________________________________________________________________
High Potential Candidate Criteria:1b
(1a,b,c+2)
1b. Exhibits exceptional career potential through:
• Demonstrated desire to accomplish tasks ahead of his or her own
personal interests.
• Exhibited strong interpersonal skills.
• Demonstrated quality of mind and persistence to do root cause
analysis of complex situations.
• Demonstrated more than usual understanding in relating own position
and function to that of the total organization and its interaction with other
functions.
HIPO Development
Rate each of the HIPO Candidate Criteria using the following scale:
0 = No observations 1 = Little demonstration of this attribute; 2 = Moderate demonstration; 3 = Significant demonstration
Specific , observed examples from candidate’s work history:________________________________________________
________________________________________________________________________________________________
________________________________________________________________________________________________
1c. Exhibits exceptional career potential through:
• Exhibited drive, initiative and assertiveness where required and
appropriate.
• Strong goal orientation and organizational commitment.
• Demonstrated openness to learning from new experience, AND
– Demonstrated ability to receive constructive feedback or coaching
with an openness to change AND
– Demonstrated ability to change own behavior in response to
feedback or coaching.
HIPO Development
High Potential Candidate Criteria:1c
(1a,b,c+2)
Rate each of the HIPO Candidate Criteria using the following scale:
0 = No observations 1 = Little demonstration of this attribute; 2 = Moderate demonstration; 3 = Significant demonstration
Specific , observed examples from candidate’s work history:________________________________________________
________________________________________________________________________________________________
________________________________________________________________________________________________
High Potential Candidate Criteria : 2
(1a,b,c+2)
2. Must possess a performance appraisal rating of OUTSTANDING
for the past two years.
HIPO Development
Developing Rising Talent
HIPO Development
Presented by Maurizio Morselli
Follow me on @humorousources