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Transcript of Page 1 Building Your Future with Owens Corning Page 3 AGENDA n The beginning n Career opportunities...
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Building Your Future with Owens Corning
THE PINK PANTHER TM & © 2000 United Artists Corp. All rights reserved.
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AGENDA
The beginning Career opportunities Career management Help is available What it takes Development outcomes
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20,000 employees/135 manufacturing facilities in more than 30 countries, 180 distribution centers
worldwide
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The development of employees is a priority because it
is critical to the Company’s future growth and success To ensure that we have
capable leaders at all levels, we make significant ongoing investment in the development of talent
Development programs enable participants to quickly gain a variety of experience for a broader perspective
Training and Development
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Creating Value for Our Customers and Growth For Owens Corning
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Composites Systems Business Consumer, Industrial
and Infrastructure OC™ Automotive
Solutions OC™
Telecommunications Solutions
OC™ Electronics Solutions
OC™ Manufacturing Solutions
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Leading market position across all products Excellent brand recognition - “Pink Panther” Evolving from products to system solutions
Leading market position across all products Excellent brand recognition - “Pink Panther” Evolving from products to system solutions
Exterior Systems Business
Insulating Systems Business
Roofing Solutions
Cultured Stone®
Remodeling Services
Building Materials
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SYSTEM THINKINGTM
Our unique business strategyExpanded product & service portfoliosExtended solutions perspectiveExtensive sharing of knowledgeExcellent market opportunities
A Redefined Future
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System Thinking Home
Performance Zones
– Energy efficiency and moisture control
– Indoor air quality
– Acoustics
– Exterior Design
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www.owenscorning.com– For Your Home– Exterior FX ProTM
– Design Solutions– Energy Efficiency
Internet Services
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SpokesCat
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Recognized by a factor of 7 to 1 Recognized by a factor of 7 to 1
BRAND
Logo Icon
PINKBrand Signal
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Now let’s talk about you!
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IT ALL STARTS WITH THE SALE
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Focused byProduct
Focused byCustomer Type(Market)
Focused byGeography
Insulating SystemsRoofing SystemsExterior SystemsAccousticalSystems
ContractorDistributor – OneStepDistributor – TwoStepNational AccountDealer
CityStateMulti-StateNation
SALES FOCUS
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SALES FOCUS
53
20
5
4416
33
2
51
8 3819
15
5Focused Indust/Comm'lFocused Insul ContrFocused Yellow JacketFocused RODFocused SODFocused Retail RepsHomesideMulti-Product/RetailManufactured HousingCanadaRGMsNABMsToledo Support
Fo
cuse
dG
ener
alis
tO
ther
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SALES
CUSTOMERPRIDE MGR
CUSTOMEROPERATIONS
COACH
PRODUCT MGR
TRAININGSPECIALIST HUMAN
RESOURCE REP
MARKETSEGMENT
LEADER
LEADER - NEW PRODUCT
DEV
MARKETMGR
BUSINESS MGR
CAREER OPPORTUNITIES - WHERE CAN I GO FROM SALES?
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MARKET MANAGER
Key Competencies:Communication SkillsInitiativeJudgementNegotiation/PersuasivenessOperations KnowledgeRisk TakingLeadershipKnowledge of the Sales/Marketing ProcessKnowledge of Electronic Strategies
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BUSINESS MANAGER
Key Competencies:Knowledge of the sales and marketing processesKnowledge of the businessDrives for resultsCoaches for business resultsLeadershipAnalytical capabilitiesInitiative
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MARKET SEGEMENT LEADER
Key competencies:Communication skillsAnalytical skillsDecisivenessFollow up/MonitoringInnovativeness/CreativitySense of urgencyPlanning & organizingTeamworkNegotiation/persuasivenessProblem solving
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HUMAN RESOURCE REPRESENTATIVE
Key Competencies: Human resource process
knowledge Change leadership Coaching skills Leadership Judgement Work standards
Communication skills Decisiveness Team building Independence Initiative
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TRAINING SPECIALIST
Key competencies:Communication skillsPlatform skillsIndependenceCreativityResource identificationBusiness understandingFinancial analysisTechnology understandingLeadership skills Team building Project management
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PRODUCT MANAGER
Key competencies:Sales experienceConflict resolutionProject managementProblem solvingImplementation and execution skillsProduct knowledgeIndependenceCommunication skillsInitiative
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CUSTOMER OPERATIONS COACH
Key competencies:Customer focusLeadership/coachingAbility to assess individual skillsListeningApplied learningTechnical knowledge -- program, process, systemsFacilitation expertiseTeam building
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MANAGER OF CUSTOMER PRIDE
Key competencies:LeadershipProject managementDelegationCustomer focusTeam buildingFacilitationCommunication skillsProcess knowledgeBusiness understanding
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KEY COMPETENCIES
TenacityProblem SolvingPersuasivenessResponsivenessIndependence
Customer focusWork standardsRisk takingTeamworkCommunication skills
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Career Management
How do I get there?
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CAREER MANAGEMENT
Defining your career objectives, understanding your current performance, capabilities, aptitudes and then developing a plan to match your expectations
AA ssessmentssessment
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CAREER MANAGEMENT: KEY STEPS
II mplementationmplementation
Self - assessment regarding interests Gather information regarding opportunities Explore and network Engage leader and mentor Develop action plan Get in the game
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YOUR ROLE IN CAREER MANAGEMENT
You “own” this journey…only you can make the final decision about what to do or NOT to do
Consider: Your contribution in current assignment Your strengths and areas for development Your short and long-range career objectives Your developmental needs Your potential to do other things
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HELP!!!
Where can I get help?
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EMPLOYEEGROWTH AND DEVELOPMENT
YOUR MGR
HUMANRESOURCES
PERFORMANCEREVIEWPROCESS
MENTORING
JOB SELECTION
PROCESS
CAREER SELF DEVELOPMENT
TRAINING &DEVELOPMENT
EMPLOYEE GROWTH AND DEVELOPMENT OVERVIEW
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NEXT STEP:
When -- Performance Driven How -- JOBB Process Where -- Multiple Opportunities
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YOUR LEADER’S ROLE
Jointly determine what success is in your current assignment
Provide ongoing feedback about your performance
Ensure that career discussions occur Understand career alternatives Be honest and direct regarding expectations Help you secure a mentor
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THE MENTOR’S ROLE
A wise and trusted teacher A reliable resource
One who helps employees develop and become a successful member of the team faster.
One who facilitates the transfer of knowledge between seasoned employees and newer employees.
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POTENTIAL MENTOR IDENTIFICATION
A positive role model of the company’s values and practices
Knowledgeable about organizational goals, policies, programs, and opportunities
Aware of the culture, trends, networks, and information resources within the organization
Regarded as successful in their job Skilled in setting goals, coaching, providing feedback Strong in listening, communication, and problem
solving Committed to the process and effort
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BUILDING SUCCESS IN A MENTORING RELATIONSHIP
Respect each other’s ideas and experiences Realize ownership of the process is mutual Seek additional support if necessary Meet/communicate regularly
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Development Outcomes What I have to bring to the party.
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SUMMARY
Start Now Identify Your Strengths and
Weaknesses Learn How to Display and
Communicate Them. Think Career not Job.
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Questions??www.owenscorning.com/career