©2010 CFA Properties, Inc.SMO/POIII 11-01-12

Kickoff MeetingNovember 1, 2012

SMO/POIII 11-01-12

Purpose & Expected Benefits

• The Purpose of the program is to equip newly promoted CFA People Managers with the skills they need to effectively lead their team.

• Expected benefits will be greater confidence on the part of the leader to effectively handle challenging situations. To help the leader grow and develop, to strengthen their leadership skills, to help them effectively manage in the CFA culture.

SMO/POIII 11-01-12

Program Curriculum & Schedule

• We will run two rolling 12 month programs

SMO/POIII 11-01-11

Program Kickoff

Leadership at Chick-Fil-A

360 Assessment

New Leadership Assimilation

March 2013The Following Three Months

The Final Three Months

Tasks e earning

Delivering Effective Feedback

Milestone’s briefing

Interview skills

Diversity Training

Sit Lead

Soft Skill Training

Local Service Project

Graduation

October 2013

Program Curriculum & Schedule

SMO/POIII 11-01-12

Program Curriculum & Schedule

March 2013

• Program Kickoff

• Leadership at Chick-Fil-A

• 360 Assessment

• New Leadership Assimilation

October 2013

• Tasks e earning

• Delivering Effective Feedback

• Milestone’s briefing

The Following Three Months• Interview skills

• Diversity Training

• Sit Lead

The Final hree Months• Soft Skill Training

• Local Service Project

• Graduation

SMO/POIII 11-01-12

Program Curriculum & Schedule

• The first will start March 2013 and will cover the following

o Program Kickoff

o Leadership at Chick-Fil-A

o 360 Assessment

o New Leadership Assimilation

SMO/POIII 11-01-12

Program Curriculum & Schedule

• The second will start October 2013 and will cover the following

o Tasks e learning

o Delivering Effective Feedback

o Milestone’s briefing

SMO/POIII 11-01-12

Program Curriculum & Schedule

• The following three months, we will cover the following

o Interviewing skills 

o Diversity training 

o Sit Lead

SMO/POIII 11-01-12

Program Curriculum & Schedule

• The next three months, we will cover the following:

o Tasks e learning

o Delivering Effective Feedback

o Milestone’s briefing

• Graduation 

SMO/POIII 11-01-12

Program Curriculum & Schedule

• The next three months, we will cover the following:

o Tasks e learning

o Delivering Effective Feedback

o Milestone’s briefing

• Graduation 

SMO/POIII 11-01-12

Program Curriculum & Schedule

• Throughout the year and at various points in the program, they will be participating in the following…

o Leadercast & dinner

o 3 Senior Leader talks

o Cohort lunch & learns

o Coaching

o Directed study - (HMM, books, Manager Tools Podcasts)

•  Pilot Results

12

Chick-Fil-A New Leader Onboarding Qualitatives

Program Priorities or “tiers”

Consider the following “tiers” from the target exercise, in assessing the core elements of the NLOB program: TOP TIER: (Most important and relevant):

• 1-on-1 Coaching - Offers a confidential sounding board for leadership counsel. Feels customized to help me grow as a leader through one-on-one instruction.

• 2 Hr Workshop with Scott - Engaging and entertaining presentation, helps me understand what it means to lead at CFA, which is different than leading at other organizations.

• New Leader Assimilation with Tammy - This enabled me to handle otherwise awkward leadership scenarios. (i.e. understanding communication styles)

TIER TWO: (Still important and VERY relevant, but not as much as tier one):

• Sr. Leader Talks - Offers a real “face” and story to senior leaders at CFA. VERY encouraging to hear their stories and the history of CFA and how they became a leader.

• Leadership at CFA with Phil - Overall positive feedback - similar feedback to the session with Scott; engaging session, relevant content, learned what leadership at CFA means.

• 360 Degree Survey - Overall is helpful in offering a benchmark - but is vague in the results (2/3 split doesn’t tell me much) report.

TIER THREE: (Needs Improvement or consider omitting):

• Kickoff Session - Overall too long and gives a perception that the program will be more work and time than it really is. Also needs more vision and results focus.

• HBR Readings - Content is overall good, but gets lost in email which means less engagement of the material.

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Potential Candidates

• Should be people managers for the first time or at CFA

o Responsible for performance review and development of that individual

SMO/POIII 11-01-12

Manager & Participant Expectations & Time Commitment• Manager will be given regular communication

regarding what their direct report is learning. Manager is encouraged to have frequent discussions regarding current learnings

• Participant - the time commitment will be heavier on the front end to help the participant get ramped up and will taper off as the year proceeds. Many things (such as the lunch & learns and elearning) will be voluntary