Post on 04-Jan-2016
description
www.mercer.com
Leadership development A blended approach
May 2009Delete this text box to display the color square; you may also insert an image or client logo in this space.
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Betsy Warde, Boston
2Mercer
Leadership development reaching all levels
Blended content for all learning styles
Local and global delivery
Learning continues through LeadershipConnect
Assessing value and lessons learned
Introduction
3Mercer
Develop Mercer managers at all levels across the organization using a systematic and consistent curriculum
Share a common language, consistent philosophies and skill sets among Mercer managers and leaders
Develop managers of managers and/or leaders of complex teams within Mercer to become effective and confident enterprise leaders
Create a culture of shared learning that cascades through all levels of management
Leadership development – Charter statements
4Mercer
Leadership development – 2009 model
Stepping Up to Management Supervisors; First-time leaders
Helping People Succeed AdvancedExperienced managers; Team leaders
Helping Leaders SucceedManager of managers /
Leaders of complex teams
Mercer Leadership ForumTop 300+ leaders
OperatingCommittee
Helping People SucceedNew managers; Team leaders (6 mo. – 2 yrs.)
New Offering
New Assessment
5Mercer
Stepping Up to Management– Online learning with follow-up workshops delivered locally– Workshops add Mercer-specific content
Virtual or live Facilitators vary by region
Helping People Succeed – Six skill-building modules with pre-work and 360° feedback
E-learning includes SkillChoice Business titles Modules delivered over time or back-to-back
Helping People Succeed Advanced– Pre-course assessments and discussion forums– Two-day, instructor-led course– Follow-up work online and with manager using the SkillSoft Business
Exploration Series and Books 24/7 Executive Summaries
Program delivery – Management level
6Mercer
Helping Leaders Succeed– Pre-session self and 360°
assessments– Three-day, cross line-of-business
sessions, delivered by region– Cultural Diversity virtual follow-up
offering– LeadershipConnect access and
participation
Mercer Leadership Forums– Pre-session self and 360°
assessments– Pre- and post-session project work
supporting revenue growth – Four-day, cross line-of-business
sessions
Program delivery – Leadership level
7Mercer
Links to SkillSoft assets, Books 24/7 Executive Summaries and Executive Blueprints and other valuable resources
Discussion forums across peer groups
Featured support articles, white papers, books, videos and podcasts in response to discussions on the forum
Links alumni and materials from their Helping Leaders Succeed or Mercer Leadership Forums session
To-be-added section to support ongoing collaboration among Helping People Succeed Advanced program participants
Links to Mercer intellectual capital
LeadershipConnect
8Mercer
LeadershipConnect
Measurement
10Mercer
Attendance statistics
Survey results
On the job observable activities linked back to program
LeadershipConnect activity
Demand for more programs
Measurement
11Mercer
Program # PPL SUTM HPS *HPS Adv HLS MLF
2007 601 112 350 NA 113 26
2008 984 296 173 NA 273 242
2009 – Q1 87 15 37 NA 35 0
Total 1,672 423 560 0 421 268
*Helping People Succeed Advanced is a new program to be piloted in June 2009
Leadership development – Participation
Participants by program, 2007 through Q1 2009
12Mercer
Impact on how you lead
Very positive23%
Positive68%
No impact0%
Somewhat positive
9%
What are you doing differently?
“I am much more aware of how people might see me or interpret my actions.”
“Delegate more. Stay in touch with my peers.”
“I express myself with enthusiasm and realize that my ‘heart’ emphasis is a strength even in a business environment.”
“Focus more on describing goals to team, rather than defining tactics of how to get there, which encourages/enables team to devise own approaches to achieving.”
“I'm paying more attention when negotiating with people of all levels.”
“I've tried to be more patient with others and to mentor instead of redoing assignments”
Helping Leaders Succeed – Global survey feedback
Impact on your teams
Very positive22%
Positive61%
No impact4%Somewhat
positive9%
13Mercer
417 registered users since the site was announced on March 2, 2009
Average of 55 visits a day
Three discussions added and eight responses posted
Initial feedback…
“This is really well done. Reflects an enormous effort. Hopefully it will become viral.”
“Nice site! Great to have a one-stop shop.”
“I will add a question in the forum to add traffic... just as soon as I have a legitimate question to ask!”
“I just "surfed" through Leadership Connect and my first impression is FANTASTIC!”
“CONGRATULATIONS and thank you for giving us these tools to make us better leaders in Mercer. This will make Mercer
an even better place to work and will reinforce the true "Mercer spirit."
LeadershipConnect activity and feedback
14Mercer
Senior leadership support and involvement is critical
Holistic curriculum for all levels of management supports enterprise-wide capability building– Phased approach for introduction of modules is fine– Program content must link and reference previous programs– Program content must grow and change as the audience and
strategy matures
Pilot in various regions allows for relevance of global approaches and content
Shared experience, whether face-to-face or through other media, is invaluable
Lessons learned
www.mercer.com