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Driving Performance by Next Generation Engagement Programmes and New Ways of Enablement
7th Annual Achieving HR Excellence in Telecom
Barcelona, 28th-30th May 2013
Dr. Johann Lex, Telefónica Germany, HR Programmes & Change
Next Generation – are we ready for it?
Digital skills
Agenda
Views on Engagement and Enablement
Next Generation People Development Solutions
Expert Career Path
3
Expert Career PathExperts as TrainerNew Leadership Development Programme
Have we been successful ?
Hay Group: Engagement and Enablement MatrixDriving Factors in Employee Effectiveness Model
EN
GA
GE
ME
NT
HIG
HLO
W
Effective
Ineffective
Frustrated
Detached
Clear and promising DirectionQuality and Customer FocusConfidence in LeadersRespect and RecognitionPay and Benefits
Engagement
ENABLEMENTHIGHLOW
CollaborationPerformance ManagementAuthority & EmpowermentResourcesWork, structure and processTraining & Development
Enablement
Agenda
Views on Engagement and Enablement
Next Generation People Development Solutions
5
Expert Career PathExperts as TrainerNew Leadership Development Programme
Have we been successful ?
Identify and Promote Your Top Experts
6
Expert Career Path* - develops top experts on par withmanagers and sustains strategic company know how
Top 50
7
* aka Technology Career Path, currently implemented in technology directorates - consists of 17 job familes
Agenda
Views on Engagement and Enablement
Next Generation People Development Solutions
8
Expert Career PathExperts as TrainerNew Leadership Development Programme
Have we been successful ?
Experts as Trainer (EasT )
9
Share Experiences
Learn & Teach Telefónica‘s Future
Selected experts / business unit … …dedicated HR qualification
Commitment
Gurus in subject matter area
•Cross functional thinkers•Methodological expertise•Drivers of know howsharing
Capacity to train their
HRQualification Programme
Modul 2
New learning culture consists of…
10
Capacity to train theircolleagues
~ 5 – 10% work time)
Long-term L&D support environment for Experts
HR Qualification
Modul 1
Specialisedknowledgeof Expert
•Clever use of internal knowledge
•Shared experiences
•Expert development program
•Awarded „Best People
Expert as Trainer
Simple idea, big impact
11
•Awarded „Best People Development Concept“ in 2012
•reduces external OPEX•leverages agility andemployee engagement
•increases reputation andprovides recognition
Agenda
Views on Engagement and Enablement
Next Generation People Development Solutions
12
Expert Career PathExperts as TrainerNew Leadership Development Programme
Have we been successful ?
New Leadership Development Programm
13
Create Value Inspire OthersBe Your Best
Development Focus
System Agility/AdaptationTeam intelligence/
Critical areas we need to be great at
Result
14
Resilience
System thinking
Imagination Reflection/ E.Q.
Agility/AdaptationTeam intelligence/development
Inspireothers
Result orientation
Target Group
Manager ASMShop/Team-
managerHead of Top
ExpertsWildCard
4015
blended participants in one group
40
Leadership Development Programme – OverviewMandatory core curriculum plus optional complementary sessions
16
Den Sprung habt Ihr bereits gemacht...
17
We already jumped and better preparefor the plunge into the water …
Agenda
Views on Engagement and Enablement
Next Generation People Development Solutions
Expert Career Path
18
Expert Career PathExperts as TrainerNew Leadership Development Model
Have we been successful ?
Telefónica Germany has been successful in survey results and company performance
EN
GA
GE
ME
NT
HIG
H
EffectiveFrustrated
ENABLEMENTE
NG
AG
EM
EN
HIGHLOW
LOW
45Ineffective Detached
Germany Top 5 in 2013> 5,000 employees
Work Life Balance Audit 2012
„Learning and innovation go hand in hand.The arrogance of success is to think what youdid yesterday will be sufficient for the future“
William Pollard
The Programme
Expert as Trainer
Clever use of existing knowledge
„Experts as Trainer“ utilisesTelefónica knowledge and subjectmatter know how of internalspecialists and leaders.
The Employee
Telefónica insiderknowledge
High expertise
22
specialists and leaders.
"Experts" take over this role -besides their daily work and traintheir colleagues in their area ofexpertise or in leadership subjects.
Subject matter expertise
Close totargetgroup
Acceptedcolleague
Micromodules( 90 min Learning sessions/ Espresso -Sessions)
Employment Rules & Law PMSReflect DiversityBravo+/Culture InnovationTrust FeedbackSystems Thinking Entrepreneurial
thinking / action
Personel resources Virtual Team strenghten Customer focusResults orientation ResilienceEmotional Intellicence Change
+ new topics coming up
Launch Day
Re-flection
Day
Programme DesignHow we implement the new approach to development in practice
23
Macromoules(mandatory for all Leaders)
Day
1 Day 1 Day3 Days 3 Days 3 Days
Company Myself Team
