Leadership Program

2006 Ethiopia Profile

520 employees in 6 sites

Expat workforce: 3% expat

12 director level positions; 70% occupied by Expats

Define leadership capabilities

Surveyed all people in those current positions and asked them to self-identify

Surveyed their supervisors

Surveyed executive staff (in terms of future planning)

Ethiopia Pilot: Leadership Capacity Building Program

Requirements/Application process 12 month commitment 360 for development purposes Internal coaching session with L&SD Initial Workshop Mentoring Agreement/Training Learning events, Harvard courses,

HBR Certificate/Awards ceremony

Launch!

Ethiopia

Liberia

Afghanistan

Thailand

IRC Strategic Objectives 2010-2012

Using core competencies, improve the leadership capabilities of directors

Promote national staff into director positions

Test trickle down theory

What went wrong?

Senior management creates a learning environment; professional development is a priority

Responsibility from supervisors; Support from L&SD team

Customizable/self-directed learning options

Then Now

Leadership Capacity Building

Leaders Developing Leaders

Application process Regional team decides

360 for development purposes only

360 for development purposes only; Learning Survey

Internal coaching session External coaching session

Initial Workshop Part of quarterly meetings

Mentoring Agreement/Training

Participant-Supervisor review Learning Plan

HR Organizes Learning events

Group organizes learning events

Awards ceremony/graduation

Change analysis (360; Learning Survey)

A.I.D flash disk

Evolution/Next steps

Make it easy to cascadeLeaderNationTraining in 360’s

Incorporating into OrientationInterview/Behavior-based traits

that differentiate

Group discussion questions:

What are the objectives of your leadership program?

What are the challenges?

What resources are you using? Are you willing to share?

How do you aim to measure it?