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Pipeline Strategy
KEVIN LOUISELLE , PH.D.SR. VP AND PARTNER
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Leadership Matters!2
About MDA
Client Case Study – Leadership Essentials(these slides have been removed for the shared version)
Defining Leadership Expectations
Client Case Study – Culture(these slides have been removed for the shared version)
Integrating Talent Systems
Q & A
Agenda
Who We Are
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Founded in 1981 and built on the belief that Leadership Matters
Very first client is still an active client
U.S.-based withinternational reach
Headquartered inMinneapolis, Minnesota
Work with the majority of MN Fortune 500
Strategic Global AlliancesAsia Pacific
European Union
Diverse Client Base
• High growth organizations
• Companies implementing critical talent strategies
• Medium to Fortune 100
Defining and Leveraging Leadership Expectations
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Leadership Matters!5
Talent Outcomes
High Quality Hires
Quicker Time to Productivity
Stronger Current Performance
Leaders “Ready Now”
Minimal Turnover
Strategic Context
Industry / Market Dynamics
Mission, Vision, Values and Culture
Business / Competitive Drivers
Strategic Imperatives
Leadership
Context
Critical Roles & Transitions
Capacity & Capability Gaps
Key Talent Surplus & Scarcity
Business Outcomes
Stronger Organizational Performance
Competitive Differentiation
Profitable Growth
Tools Processes ConversationsTechnology
Enablers:
Talent Systems
Toward a Pipeline Strategy
Leadership
Pipeline Framew
ork
Development
Succession
Talent
AcquisitionOn-Boarding
Performance
Management
Leadership Pipeline Strategy
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Leadership Pipeline FrameworkWhat it isStatement of current and future leadership needs.
Translation of business strategy into day-to-day leadership behavior.
Roadmap to help leaders at different levels navigate critical leadership transitions.
Leadership Matters!7
Leading Others
Key Transition
Own work plan Planning for the team
Personal productivity Team productivity
Personal results Results through others
Leadership Matters!8
Leading a Function
Key Transition
Operational discipline Operational excellence
“State-of-the-art” Competitive differentiation
Function mindset Business (multi-function) mindset
Integrated Talent Systems
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Two Year Integration Roadmap
Communication and Launch Strategy
Performance Management
New Leader Selection- Behavioral Interviewing
Leadership Talent Review
Tailored Leadership Development Programs
• Communication media and methods optimal for meeting stakeholder needs. (e.g., brochures, presentation decks, and other print materials)
• Ensure alignment and integration with the culture and other initiatives and priorities.
• MDA to provide consultation and content to support the organization and development of these materials
• Delivery of leadership pipeline framework presentation/orientation sessions
• Develop and launch tools and processes based on best in class performance management methodology.
• Help develop capabilities in ABC leaders in order to optimally drive continuous performance improvement and employee development.
• Develop and launch tools (e.g., behavioral interview questions and evaluation criteria tailored to the pipeline framework) and processes
• Hone capabilities of ABC leaders to consistently and effectively hire top talent.
• Develop and launch tools needed to effectively implement the talent review system at each leadership level.
• Examples include 9 Box Model, Potential/Readiness assessment tool, etc.
• Designed to accelerate the readiness of leaders in broadening their roles or preparing for emerging business challenges.
• This can be a modularized program designed to integrate learning modules, action learning, etc., to ensure strong return on investment.
• Investment ranges from tailored module development to full scale action learning program.
January 2014 December 2016
• Adopt MDA’s web-based performance management solution, incorporating the newly defined leadership expectations into the performance evaluation forms and other processes.
• Build upon existing selection assessment tools (i.e. Hogan)
• Create more comprehensive approach, including cognitive ability, pipeline specific work simulations
• Use for key hire/promotion
Comprehensive Selection Assessment
A3 Performance Accelerator Executive Coaching
• An individual approach to strengthen leadership effectiveness and accelerate readiness for broader role
• Development Support• Targeted Skills Coaching• LeaderBuilder Coaching• High Performance Coaching
Finalize the Leadership Essentials Model (Validate 4 levels of leadership)
Integrate into core processes
OLR
• Embedded into OLR process
Performance Management
• Integrated into year- end process
• Manager Toolkits
• Communications
• Web-based training modules
Leadership Development
• Top leadership 360 & Culture Assessment
• 360 for next levels down
• Development Planner
Talent Acquisition
• Assessment for selection and promotion to critical leadership roles
• BEI questions aligned to new behaviors
Rewards
• Link performance and rewards
Communication Campaign
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Integration of LEs with Core Processes
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Leadership Matters!12
Q and A
With great leadership, anything is possible!™
150 South 5th Street, Suite 3300Minneapolis, MN 55402
Phone: 612-332-8182www.mdaleadership.com