Stephanie Argentine, Director of Talent Manegement & Organizational Development at Rich Products was a speaker at the Strategic Talent Management & Leadership Development Canada, which was held in Toronto, ON in July 2011. This is a recap of the presentation and challenges/solutions presented within.
Ms. Argentine kicked off her presentation by describing Rich Products? Assessment of Leadership. They do not look at performance and potential, they look at performance and leadership in a 9-Box model.
The company is trying to move faster with their talent process rather than relying on an annual cycle.
A bit of company background:? Rich Products is privately owned, with the third generation in leadership roles. They have operations in 80 countries and 8,000 employees. They characterize themselves as an intensely private organization.
Rich?s strategic planning process includes a people/organization section. The business unit is responsible for this, including building a capabilities gap analysis. This analysis describes what needs to be closed to achieve business goals. The analysis also identifies the ?must have? priorities.
Rich is very metrics driven. They have a monthly business metrics review that includes a people/organization building block metrics, which is pulled from business strategy. They draw metrics from a great leaders drivers survey, an engagement survey, a spans of control survey, etc.
Rich uses a structured career conversation to drive engagement. Their leadership assessment is based on observable leadership behaviors. They tell stories about when they have seen leaders in action. It takes more time, but they get a lot more out of the process in feedback and development opportunities.
All of those classified as top talent have a high impact development plan. These plans include stretch assignments that have the potential for failure. Rich?s development method is based on a contention that growth occurs when the assignment has an edge. These assignments are also used to validate their assessment process.
Band 3 and above is the focus of leadership development.
No comments:
Post a Comment
Note: Only a member of this blog may post a comment.