Client need
The C-Suite operates like a Private Equity firm or Holding Company and there is limited dialogue between the them and the executives charged with strategic execution. Senior (A & B band) leaders, who report to C-Suites, are content with the state of their development. However, they would like a wider portfolio of developmental options for their teams including leadership training and career path guidance.
The organization is predicting limited budget for development activities for the next 12 months and adding to this, the HR team are at their limits in terms of executing their current portfolio of initiatives and do not have the resources to “add additional activities” on top of their current portfolio.
Solution
Accelerance has been asked to assist senior HRD leaders and help facilitate the creation of an Executive Development Strategy and Roadmap for 2015 to 2018.
Phase 1: Diagnostic
- Understand the value and impact of the current portfolio of initiatives
- Gauge demand, interest, and commitment of organization to allocate resources to develop new initiatives
- Interview key stakeholders to:
(a) Collect feedback on the effort, value, & impact of the current initiatives
(b) Identify and prioritize their management & leadership challenges
Phase 2: Design and deliver a 1 day workshop for the HR team
- Assess the portfolio of current initiatives based on goals achieved, impact, and cost
- Present emerging thinking, development philosophies, and best practices in Exec Development & Talent Management
- Review the flow and development of Executive Talent across the organization and identify high impact points to intervene
- Review the feedback received regarding their developmental priorities as well as the effort, value, & impact of these potential future initiatives
- Identify & prioritize a set of initiatives based on impact, cost and stakeholder commitment
Phase 3: Ongoing Support
Accelerance acts as a sounding board on an as needed basis to:
- Offer ongoing feedback on strategic and operational issues
- Share insights and suggestions for improvement
- Share latest thinking and best practices in Executive Development & Talent Management
- Make recommendations for action as required
Impact
As a result of our collaboration, the HR team with the support of key stakeholders has defined its executive development purpose and strategy:
- to continually increase the bench strength of its talent across the A, B and C Bands using business driven metrics;
- to define areas of risk and target interventions to build the executive leadership capability required for today;
- to maintain operational integrity and in the future to ensure its long-term success
Key decisions made by our client as a result of our collaboration includes:
- Segmenting the executive population and offering a specific value proposition to each segment
- Operating as Functional Partners – not functional experts
- Incorporating a Future-driven view of Talent Management
- Developing Business relevant metrics to help senior executives make critical business decisions
- Running Experiments to test ideas and proof concepts
