Developing People Managers at American Express
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Transcript of Developing People Managers at American Express
1
DEVELOPING PEOPLE MANAGERS AT AMERICAN EXPRESS 17TH JAN, 2012
2
AGENDA
Journey
Program Framework for People Leader Development
– A Few Development Offerings
Becoming A Great People Leader – Sharing the Secret Mantra
AXP Approach of Leadership Development
Role of a People Leader
Measuring Effectiveness
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THE ROLE OF A PEOPLE LEADER
SIMPLE Keep employees
Engaged and Motivated!
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HOWEVER
SIMPLE DIFFICULT
IS THE NEW
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WHAT DOES IT MEAN TO BE A LEADER TODAY?
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5 CORE ELEMENTS OF A PEOPLE LEADER
Coaching & Feedback Exhibit Business & Process Knowledge and provide Coaching & Feedback
Emotional Connect Build an Emotional Connect during critical employee touch points
Energize Team Energize Team. Celebrate individual and team success publicly
Communicate Communicate. Communicate. Communicate
Understand Career Aspirations Understand Career Aspirations and provides guidance
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OUR APPROACH TO LEADERSHIP DEVELOPMENT
AXP Internal 31-Jan-12 7
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LEADERSHIP PHILOSOPHY AT AXP
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At American Express Everyone is Considered to be a Leader. Leading is a way
of being and you don't need to have direct reports to demonstrate leadership. Leadership is not defined by title; it is earned through competence, caring and
judgment.
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SEGMENTED APPROACH TO DEVELOPMENT
The 3 E’s OF DEVELOPMENT EXPOSURE
EXPERIENCE
EDUCATION
A BLENDED LEARNING APPROACH TO ENABLE SUSTAINABILITY
TIERED CURRICULUM PROVIDING
TARGETING & SEQUENCED
LEARNING BY CAREER STAGE
Leader of Leaders
Aspiring Leader
First Level Leader
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THE 3 E’S
AXP Internal 31-Jan-12 10
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THE TIERED APPROACH
AXP Internal 31-Jan-12
Tier 1:
First Level Leaders
Tier 2:
Leader of Leaders
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Asp
irin
g L
ead
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-- -------------- E
xecu
tive L
ead
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Tiered Curriculum
Aspiring
Leader First Level Leaders are people
leaders with at least one
direct report
Leaders of Leaders lead
other people leaders with at
least one direct report
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LEADERSHIP DEVELOPMENT FRAMEWORK
AXP Internal 31-Jan-12 12
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PROGRAM FRAMEWORK FOR DEVELOPING PEOPLE MANAGERS
Future Leaders’ Program
• New and Aspiring Leader
Curriculum
• Leadership Academy
• Aspire to Lead
• Structured Talent
Enhancement program
• Creating Great Leaders
Website
Strengthening Leadership
• Continuing to Grow @ AXP
• Global Rotation Program
• Platinum Leadership Program
• Authentic Leadership
Workshops
• Executive/ Leadership Insight
Diversity Leadership
• Grace
• Pathways to
Sponsorship
• Sponsor Effect Sessions
• Gensquare Workshops
• Web based trainings
• Mentoring Programs
• One India Projects
• Mentoring Ring
• Leadership Tasting Panel
• Career Conversation Leader Toolkit
AXP Internal 31-Jan-12 13
Facilitating Careers Across Leader Segments
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FOCUS FOR TODAY’S SESSION
Future Leaders’ Program
• New and Aspiring Leader
Curriculum
• Leadership Academy
• Aspire to Lead
• Structured Talent
Enhancement program
• Creating Great Leaders
Website
Strengthening Leadership
• Continuing to Grow @ AXP
• Global Rotation Program
• Platinum Leadership Program
• Authentic Leadership
Workshops
• Executive/ Leadership Insight
Diversity Leadership
• Grace
• Pathways to
Sponsorship
• Sponsor Effect Sessions
• Gensquare Workshops
• Web based trainings
• Mentoring Programs
• One India Projects
• Mentoring Ring
• Leadership Tasting Panel
• Career Conversation Leader Toolkit
AXP Internal 31-Jan-12 14
Facilitating Careers Across Leader Segments
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LEADERSHIP ACADEMY – PREPARING FUTURE LEADERS
Leadership Academy :
The Program :
6 month long training intervention to groom future people leaders & create talent pipeline
Selection Procedure :
Only Hi Potential applicants basis performance rating and senior leader recommendation
Aptitude Test with cut offs benchmarked on top people leaders in the organizations
Interview Round with cross functional senior leaders, HR & OD Team
Details :
Holistic curriculum encompassing critical components of effective leadership
Development Centre : Individual Experiential Diagnostic Center using psychometric tools
Functional & Leadership knowledge/skills – Self discovery/ skill development :
Mentoring & Apprenticeship Program
Evaluation : written assessments, term end presentations, Feedback from executive coach
Measuring Success : 95% successfully posted into people leader positions
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STRUCTURED TALENT ASSESSMENT PROGRAM : ENHANCING PEOPLE LEADER EDGE
L & D Interventions • Leadership
Development Trainings
• Senior Leaders as Mentor
• Green Belt Training
Visibility • Exec Project Review • Speed Mentoring • Talent Review
Hi Complexity Assignments
Hi Potential
People Leaders
Duration: 6 Months
IDENTIFY DEVELOP
Graduation post :
•Project Completed
•All Trainings
completed
•Performance
feedback
GROW
20% of Participants
to experience
lateral/ promotional
moves.
Senior Leader as Project Manager for E2E operational Excellence
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Share & Learn sessions
Cluster Mentoring ( Twice in a year)
3-6 Mths
6-9 Mths
9-12 Mths
12 months high touch program focusing on group & individual development to maximize learning
Incr
eas
ed
Le
arn
ing
Agi
lity
Theme 1 Theme 2 Theme 3
CONTINUING TO GROW : STRENGTHENING LEADERSHIP
0-3 Mths
Tal
en
t A
sse
ssm
en
t
Exec Presence
Strategic Thinking
Gender Intelligence
Theme 4
Influencing skills
Assessment through Hi touch modules
Development Theme Based Newsletter to share Web Based resources
Theme based Instructor Led Training
Web Based Information Newsletter
Relationship Based Learning Sponsor Effect Workshops
AXP Internal 17
Focused Development
Personalized support to
women Leaders
Internal- external Balance
leverage on existing top talent
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MEASURING EFFECTIVENESS
AXP Internal 31-Jan-12 18
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MEASURING EFFECTIVENESS
The Annual Employee Pulse Survey Measures:
- Leadership – People Management - Leadership – Technical Capability
- Recommend Your leader
Retention of team members especially hi potentials
Employee Development & Career Advancement
People Leader Scorecard
Cross Team/Business
Moves
Talent Assessment Annual Employee
Pulse
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The Secret Mantra of a People Leader :
From Good to Great…..Power of 5
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1
Be a Subject Matter Expert & Build creditability by displaying process knowledge
Give Specific & Actionable feedback during coaching sessions : focus on ‘how to do’ and not just ‘what to do’
Conduct regular & timely coaching / feedback sessions
EXHIBIT PROCESS KNOWLEDGE IN ALL COACHING & FEEDBACK SESSIONS
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2
BUILD AN “EMOTIONAL CONNECT” WITH YOUR TEAM MEMBER
Be visible and present for their needs
Celebrate employee’s personal occasions and professional milestones through their journey – Birthdays, Anniversary, Confirmation, movements
Share, Care and Be fair in a genuine & authentic manner
– Share : experiences, learnings, accomplishments, advice
– Care : for their needs , aspirations, expectations, development, morale
– Be fair : let go personal biases, support all their needs, help all learn from mistakes
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3
COMMUNICATE – COMMUNICATE – COMMUNICATE
Help team members connect with the larger organization goal – provide context, share vision, expectations , opportunities , priorities and Business updates
Help team members with day – day : Communicate regularly through one on ones, huddles and declutter facts from grapevine in their minds to instill focus, confidence & comfort
Solicit ideas and solutions : include them in problem solving and leverage them
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4
ENERGIZE TEAM
Create, Sustain a healthy & positive work environment full of excitement
Acknowledge & Recognize success : big or small
Inculcate a team spirit that becomes the reason for them to come to work everyday
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5
UNDERSTAND CAREER ASPIRATIONS & HELP IN FULFILLMENT
Help each team member in being aware of their strengths & career goals
Link strengths, aspirations, organization needs & career guidance tools to develop & execute robust development plans .
Hand hold them and set them for success at every Talent display window till they are completely “ready”.
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LAST THOUGHTS
‘A leader is a dealer in hope.’
- Napoleon Bonaparte
‘The role of a leader is to define reality
and to give hope.’
- Ken Chenault
27 AXP Internal 31-Jan-12 27
Questions
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TIPS FOR A GREAT CONVERSATION
AXP Internal 31-Jan-12 28
Questions