American Association of Blacks in Energy
33rd Annual Conference
Leadership Development at Southern CompanyMarsha Sampson Johnson
SVP Human Resources and Chief Diversity OfficerMay 20, 2010
Premier Energy Company Serving the Southeast
Southern Nuclear Southern Power
SouthernLINC Wireless
Attractive Investment
4.4 million customers
#149 on Fortune 500 list
History of sustainable, predictable growth
Strong financial performance
#1 ranked, nine years in a row, electric service provider in customer satisfaction by ACSI
Business Results
Southern Style
Competencies
Leadership
Strong Culture 25,000 + employees strong
Long-tenured workforce
Cultural Tenets– Safety & Wellness– Southern Style– Inclusion
2010 Diversity Inc. Top Company– Top 10 Employers for Blacks– One of 25 Noteworthy Companies
2010 Top Military Friendly Companies (9th out of 100)
Business Results
Southern Style
Competencies
Leadership
Employees: 25,584
Management ≈ 3600
Professional ≈ 8800
Non-Exempt ≈ 5000
Craft Labor ≈ 8000
75% male / 25% female
77% non-minority / 23% minority
Average Service: 18 years
Average Age: 46 years
Leadership Development – A Business PriorityDrivers
Industry Complexity
ChangingWorkforce
Culture of Inclusion
Recruitment &Retention of Talent
Environmental regulation Infrastructure expansion Cost pressure
Retirements across all levels of leadership Multiple generations working together Female & minority representation
Leveraging differences for innovation Changing employee expectations Increasing rate of change – need rapid response Tightening labor market Realities of a mobile workforce Today’s employees expect development
Leadership at All Levels
Development at All Levels
First-Level Managers
Managers of Managers
Executives
Emerging Talent
High potential identification Talent reviews Leadership development programs Projects, assignments, job rotations Internal & external training Coaching & mentoring
Internal leadership training for new managers Leadership development programs Cross-system moves, special assignments/projects Coaching & mentoring
Senior Leadership Development Program (SLDP) University-based leadership training Cross-system moves, special assignments/projects Coaching & mentoring
Leadership training – usually university-based programs System assignments Coaching & mentoring
All Employees Internal & external training (online & classroom) Tuition Reimbursement Program Projects, assignments Coaching & mentoring
Strong Foundational Skills
- Drive/ambition - Understands organization culture- Strong interpersonal skills - Adapts to change- Presence - Learns and applies new skills- Resilience
Future Role Capability
Demonstrates potential to move to the next leadership level and achieve expectations.
HIGH
POTENTIAL
Distinguished Performance
-Technically competent - Embraces company values- Consistently achieves results over time
Leadership Competencies
Adapting & Responding to Change
Critical Thinking
Deciding & Initiating Action
Entrepreneurial & Commercial Thinking
Formulating Strategies & Concepts
Leading & Supervising
Persuading & Influencing
Planning & Organizing
Relating & Networking
Cultural Competence
Technical Competence
Delivering Results
MANAGERIAL LEVEL: First-Level Manager EMPLOYEE: J.K. Sample
Low Low-Mid Mid-Range High-Mid High
COMPETENCIES 1 2 3 4 5 6 7 8 9 10
Adapting & Responding to Change •Critical Thinking •Deciding & Initiating Action •Entrepreneurial & Commercial •Formulating Strategies •Leading & Supervising •Persuading & Influencing •Planning & Organizing •Relating & Networking •
• Blue range is Southern Company benchmark range for first-level manager• Black dots are J.K. Sample’s actual results
Career & Development Planning Partnership
Development Employee Aspirations
Company Needs
Identify what’s required Assess current capabilities Develop plan to close gaps & leverage strengths
Putting it All Together
Business Results
Southern Style
Competencies
Leadership
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