Management Development Process (MDP) Resource Guide

The MDP Resource Guide is a comprehensive manual The MDP Resource Guide is a comprehensive manual outlining the Management Development Process (MDP)outlining the Management Development Process (MDP)

Andre’ HarrellHead of Sales & Training OperationsBioPharm Training Department

Management Development Process

1. MDP General InformationMDP General Information MDP Overview

MDP Process Tree

Roles and Responsibilities

Class Room Descriptions

2. MDP Competency DevelopmentMDP Competency Development Sales Director Job Competencies

Phase I Expected Outcomes

Phase II Expected Outcomes

Phase III Expected Outcomes

Career Development Plan

Management Development Process

MDP OVERVIEW

The Management Development Process was designed to be the industry gold standard for preparing Sales Representatives to be Field Training Managers/Regional Business Managers, and to further develop our existing National Sales Directors/Regional Business Managers. The training operations department surveyed over 50 Sales Representatives, NSD’s, FTM’s, and RBM’s in order to create learning objectives that best address the needs of Sales Representatives moving into either FTM or RBM roles. Next we worked with other departments to ensure we aligned with best practices within the corporation. The result is a true partnership between Sales Representatives and management.

Coaches & Develops People

Collaborates Across Boundaries

Drives Performance

Fosters Innovation and Continuous Improvement

Inspires and Motivates

Lives The Values Manages Business Complexity

Sets Strategy and Direction

The MDP is focused totally on the development of the Reps/Directors job competencies below.

The training operations department has developed a unique combination of online training, classroom instruction/seminars and on the job training that maximizes developmental opportunities while minimizing impact on field time. These learning opportunities allow participants to immediately apply their newly acquired knowledge and skillsto everyday business situations.

MDP Process Tree

PHASE I

E. Learning ModulesBuilding TrustGuiding Conflict ResolutionValuing DifferencesPreparing Others for Success

Adv Coaching Model

Training AssignmentRun a quarterly meeting

PHASE II

E. Learning ModulesSkills for Building Commitment Leading Successful MeetingsFacilitating Improved Performance

Social Styles & Versatility

Conflict Management

Training/Coaching Assignment

PHASE III

E. Learning ModulesPerformance Planning-Setting Expectations

Delegating For Productivity & Growth

Writing Effective Feedback (FCR) (Scenario Based)

Running a Region Project/ContestConduct Monthly Interviews

PHASE IV

E. Learning ModulesHelping Others Adapt to Change

HR Management Training

BRD/RBM Competency Development Seminar

Training AssignmentRun a quarterly competencies meetingNew Hire On-boarding

Product/Therapeutic TrainingOrientation Session w/NSDPlaybook Review

HOME OFFICE PRODUCT TRAINING/MGMT DEV Training

New Manager Training Assignment

3 Weeks

FieldApplicationTraining

PHASED LEARNING OPPORTUNITIES TO DEVELOP BRD/RBM COMPETENCIESE-Learning Training Classroom Training On The Job

Management Development Process

ROLES AND RESPONSIBILITIES

Sales Representatives are responsible for:•Stating their interest in becoming FTM’s or RSM’s•Meeting requirements to participate in the MDP Process•Maximizing all online, classroom, and on the job training opportunities to develop the competencies

•Staying on top of their own CDP (Career Development Plans)

Regional Sales Managers:•Using the MDP Resource Guide (link) during field coaching sessions with representatives desiring to be RSM’s, as well as updating their management development needs

•Using the MDP Resource to validate progress after each learning opportunity•Using the MDP Resources guide to facilitate dialogue with representative on career development plans

National Sales Directors:•Using the MDP Resource Guide (link) during field coaching sessions with sales managers desiring to be FTM’s, as well as updating their management development needs

•Using the MDP Resource to validate progress after each learning opportunity•Using the MDP Resources guide to facilitate dialogue with representative on career development plans

Management Development Process

CLASSROOM COURSE DESCRIPTIONSAdvanced Coaching Model Training•Occurs in Phase I of the MDP•Participants will master a highly effective coaching process that is simple to understand and apply•Increase the quantity and quality of coaching conversations•Learn to clearly define and agree on goals with employees and hold them accountable for their attainment•3 classroom days

Social Styles & Conflict Resolution•Occurs in Phase II of the MDP•Participants will: identify their own Social Style, Identify the Social Style of Others, and how to modify their behavior to work more effectively with different social styles. Participants will also apply tactics for conflict resolution

•3 classroom days

Writing Effective Feedback (FCR) (Scenario Based)•Occurs in Phase III of the MDP•Coaching field application best practices and the ability to write field coaching reports to increase productivity•Writing the FCR-what good looks like and how to get there. Practicing editing your real FCR’s•3 classroom days

Competency Development Seminar•Occurs in Phase IV of the MDP•Participants complete simulations of BRD/RBM job competencies. Participants are also examined on their coaching skills during this training

•2.5 classroom days

Management Development Process

COMPETENCY DEVELOPMENT DEFINITIONS

Coaches and Develops People Develops self and others to accelerate performance in current and future roles. Provides others with candid, timely, and constructive feedback. Reinforces, recognizes, and rewards positive development in others. Maintains a talent mindset – consistently considers current team strength and future talent needs relative to business goals and aspirations.

 

Factors Behaviors

Coaching OthersProvides ongoing, consistent, and timely feedback in line with individual development needs and coaches team to improve performance

Field Coaching Activities

Uses Field Coaching Report to provide ongoing, consistent, specific, actionable, and prioritized feedback in a timely manner and coaches team to improve performance; follows-up with individuals on a regular basis to assess progress; ensures there is continuity throughout the communications continuum; discusses field coaching reports before and at the end of the field ride

Individual Development Planning

Works with individuals to implement actionable and realistic competency based Individual Development Plans; incorporates realistic assessment; ensures discussions at every Ride Along, inspires team to take personal ownership of development plan

Recruiting and Interviewing

Effectively uses behavioral interviewing skills and company processes for recruiting, selecting, and hiring top talent; uses appropriate resources to create and maintain a highly qualified and diverse candidate pool

On-Boarding Delivers key components of New Hire On-Boarding to the individual; effectively transitions individuals from On-Boarding to their field role and ongoing Individual Development Planning

Succession Planning

Proactively identifies and develops team members for the succession planning and talent management process (SMDC, Priority Population, etc.); monitors these individuals to ensure long-term development

Management Development Process

PHASE I EXPECTED OUTCOMESIt is recommended that newly promoted participants completes the below learning opportunities before they are to move on to Phase II. Outcomes listed are not exhaustive, rather they provide examples of what good looks like, and discussions can include other behavioral examples in addition to those listed.

 Phase I

Primary Learning Opportunities

Phase I

Expected Outcome Examples Validated by BRD/RBM/NSD

Additional Learning Opportunities

E. Learning Prerequisites(click to link to e-learning)

Skills For Building CommitmentValuing DifferencesPreparing Others for SuccessLeading Successful Meetings

MDP Participant demonstrated objectives outlined in the Key Concept ReviewKey Concept Review: Skills For Building CommitmentKey Concept Review: Valuing DifferencesKey Concept Review: Preparing Others for SuccessKey Concept Review: Leading Successful Meetings

See CMR courses within LMS

Classroom Training4S Coaching Model Training

MDP participant can recite and demonstrate the key concepts of the 4S Coaching Model

MDP participant adapted the 4S Coaching Model concepts during role-plays and scenarios

MDP participant passed all certification exams (I.e. teach back & written exam) illustrating their knowledge of the 4S Coaching Concepts.

On The Job Training MDP participant has delivered strong sales results and continues on developmental pathCandidate has demonstrated initial use of the coaching/training tools

Management Development Process

PHASE II EXPECTED OUTCOMESIt is recommended that newly promoted participants completes the below learning opportunities before they are to move on to Phase III. Outcomes listed are not exhaustive, rather they provide examples of what good looks like, and discussions can include other behavioral examples in addition to those listed.

 Phase II

Primary Learning Opportunities

Phase II

Expected Outcome Examples Validated by BRD/RBM/NSD

Additional Learning Opportunities

E. Learning Prerequisites(click to link to e-learning)

Building TrustGuiding Conflict ResolutionFacilitating Improved Performance

MDP Participant demonstrated objectives outlined in the Key Concept ReviewKey Concept Review: Building TrustKey Concept Review: Guiding Conflict ResolutionKey Concept Review: Facilitating Improved Performance

See CMR courses within LMS

Classroom TrainingSocial Style Versatility & Conflict Management

MDP participant demonstrated ability to manage conflict in a group setting

MDP participant demonstrated the ability to modify his/her social style to facilitate improved performance during coaching exercise

MDP participant demonstrated the ability to modify his/her social style during sales interactions with customers.

Attend consortium courses and document resulting skills

On The Job Training Successfully coached a group of new sales representatives to learn new product information as observed by the sales trainers/sales training managers.Identify performance issues, involved appropriate sales trainers, managers etc, and made appropriate recommendations to address issues.

Additional field based coaching on defined needs

Management Development Process

PHASE III EXPECTED OUTCOMESIt is recommended that newly promoted participants completes the below learning opportunities before they are to move on to Phase IV. Outcomes listed are not exhaustive, rather they provide examples of what good looks like, and discussions can include other behavioral examples in addition to those listed.

 Phase III

Primary Learning Opportunities

Phase III

Expected Outcome Examples Validated by BRD/RBM/NSD

Additional Learning Opportunities

E. Learning Prerequisites(click to link to e-learning)

Performance Planning & Setting ExpectationsDelegating for Productivity and Growth

MDP Participant demonstrated objectives outlined in the Key Concept ReviewKey Concept Review: Performance Planning & Setting ExpectationsKey Concept Review: Delegating for Productivity & Growth

See CMR courses within LMS

Classroom TrainingWriting Effective Feedback (FCR)

MDP participant understands the importance of writing effective feedback and can articulate the key areas to writing effective feedback

MDP participant’s FCR’s are now more concise and offer tangible examples for reader to understand.

MDP participant understands and has implemented concrete action plans that are specific and realistic.

Attend effective feedback writing consortium courses

On The Job Training Feedback from participants manager that their FCR’s are clearer, concise and specific.

Interactions and Dialogue has improved with participant and their representatives due to coaching from written feedback.

Additional field based coaching on defined needs

Management Development Process

PHASE IV EXPECTED OUTCOMES 

Phase III

Primary Learning Opportunities

Phase III

Expected Outcome Examples Validated by BRD/RBM/NSD

Additional Learning Opportunities

E. Learning Prerequisites(click to link to e-learning)

Helping others adapt to changeHR Management Training

MDP Participant demonstrated objectives outlined in the Key Concept ReviewKey Concept Review: Helping others adapt to changeKey Concept Review: HR Management Training

See CMR courses within LMS

Classroom TrainingCompetency Development Seminar

MDP participant demonstrated significant and consistent improvement of developmental zones (provide examples)

MDP participant demonstrated significant and consistent use of identified strengths to drive business results, develop people, and build the success of the region

On The Job TrainingUtilize Competency Guide for updated

training offerings and seminars

MDP participant demonstrated ability to help others adapt to change and serve as a catalyst for positive change.

MDP participant articulated the corrective action process and the role of HR and management.

MDP participant clearly articulated own strengths and areas for development.

Review competency guide for appropriate seminars/books or meetings to review

Management Development Process

CAREER DEVELOPMENT PLANThe Career Development Plan should be used by MDP participants to plan learning opportunities and track outcomes. The plan should be submitted to the acting manager each quarter.

Name:

Position: Time in Position/Date of Hire:

Manager’s Name:

Career Aspirations

 

 

Short-term goals (1-2 years): Long-term goals (3-5 years):

   

Work life balance considerations:

 

Strengths:

     

Development Needs/Priorities: