Apollo Leadership Experience for · Apollo Leadership Experience for UPS Global Business Services Leadership Development Hi-Po Group ... Overview 6 Apollo Leadership Experience -

Apollo Leadership Experience for

UPS Global Business Services Leadership Development Hi-Po Group

Presented To: Lacey Gibbs Learning Project Management Supervisor, GBS L&D UPS Presented On: 11/10/17

Presented By: Jeff Jackson Program Director, The Conference Board Leadership Consultant, Experience to Lead 516-554-5599 [email protected]

516.554.5599 www.experiencetolead.com 2

Table of Contents

Executive Summary 3

Our Team 5

Apollo Leadership Experience - Overview 6

Apollo Leadership Experience - Agenda 7

Apollo Leadership Experience - Learning Objectives 8

Hogan Assessments and Coaching 11

Investment Options and Formats 12


Executive Summary Based on our recent conversations with Lacey, we are exploring a future Leadership Experience and potential outcomes for the UPS GBS Leadership Development (GPS LD) cohort. This Executive Summary includes an overview of our discussions to date and a brief summary of Experience to Lead, our methodology, and how we partner with our clients.

Summary of Discussions to Date with UPS GBS

In our conversations, we discussed the audience of high potential mid-level managers, located globally, and working in a variety of different functions. They are selected by senior leaders of the organization and are being developed to step into future, more senior leadership roles. Historically, the GBS Hi-Po cohort has been a year-long program including assessments, coaching, webinars, a mid-year experience and graduation. There is a consideration for being more focused on building competencies in future programs. UPS GBS has recently changed their Leadership Competency Model and each job models has specific competencies that are related to that position. Since there would be multiple job models involved in the leadership experience, we will start to more general leadership competencies for the purpose of this document and work through specific competencies later. Some potential competencies could include:

• Improving alignment through communication and collaboration • Building on strategic focus with a global mindset • Managing change and creating an agile team and organization • Expanding capabilities necessary to evolve from leading teams to leading the

enterprise More specific objectives for UPS BGS will be determined with (and approved by) you in future conversations.

Our Company and Methodology

Experience to Lead is a client-focused leadership consultancy creating learning engagements that improve people, teams and organizations. We use experiences versus classroom learning to develop leadership capability and embed learning in high-potentials and senior executives. Experience to Lead is the exclusive leadership programs provider and a key strategic partner to The Conference Board.


Our Approach

We start with our clients. By understanding the development and strategic goals of participants, their team(s) and the organization, we partner with you to design an engagement that meets your needs. The chart below provides some high level examples:

Team of C-Suite Leaders

Development Goal: Create alignment within the team and break out of a silo mentality. Strategic Goal: Change in companies’ value proposition from price orientation to service mentality requires greater collaboration and alignment across organization to meet targets and adapt to new business model.

Approach: Customized Gettysburg Leadership Experience tailored to company - with focus on strategic alignment. Debrief co-facilitated by Company’s CHRO.

Cohort of Hi-Potentials

Development Goal: Build capability to adapt to constantly changing environments and create a culture of innovation. Strategic Goal: Succession readiness for this next level of leaders due to expected retirement of current senior leaders.

Approach: Customized Apollo Leadership Experience with focus on adaptive leadership traits and NASA’s innovative culture.

Next Steps with UPS GBS

As we continue our conversations with you, our intent is to partner to gain a clear understanding of the group’s strategic goals and specific development needs. Based upon that information, we can customize the program to drive specific outcomes. This document will start to outline how Apollo is applicable to the UPS GBS hi-po cohort, based on our initial discussion. Fine-tuning the critical leadership challenges and the learning focus will become more apparent through continued discussion and analysis. Thank you for your consideration. We hope to earn your business.


Our Team

Jeff Jackson, Partner & Leadership Consultant Jeff is responsible for business development and client relationships. Jeff previously worked as the Executive Director of Leadership and Experiential Programs for The Conference Board. He was responsible for the delivery of over 100 customized executive and C-level leadership programs.

Dick Richardson, Partner & Leadership Facilitator Dick is responsible for the design and customization of our programs. Dick has worked with The Conference Board for over six years designing and delivering experiential programs. He was the Director of Executive Leadership Development for ITT and held a variety of leadership positions at IBM.

Anna Bracco, Leadership Facilitator Anna brings over ten years of leadership development experience to her role as the Apollo Leadership Facilitator. She’s worked with executives across the globe, specializing in leadership assessments and development at all organizational levels and a variety of industries.

Dana Byrd, Leadership Consultant & Coach Dana is a leadership consultant and coach who is passionate about her work with individual leaders and teams. She’s worked with clients in a wide range of industries, including aerospace and defense, government contracting, IT, financial services, architecture, and manufacturing. Dana has a master's degree in Industrial/Organizational Psychology from Virginia Tech, and completed her coach-specific training.

Harv Hartman, Historian & Former NASA Executive Harv takes great pride in his 33 years of service at NASA’s Johnson Space Center. He was the Director of Human Resources and played a key role in selecting and shaping leaders. Harv worked as a part of the NASA team during the entire Apollo Program.

David Leestma, Historian & Former Astronaut Dave has 47 years of government service. He was selected to be a NASA astronaut in 1980. He flew three space missions aboard the Space Shuttle. After retiring from the Navy as a Navy Captain, he was selected to be the Director of Flight Crew Operations.

Brian Duffy, Historian & Former Astronaut Brian became an astronaut in July 1986. He is a veteran of four space flights. He later served as spacecraft communicator in Mission Control during numerous Space Shuttle missions. He was also the Assistant Director and Deputy Director of Johnson Space Center.


Apollo Leadership Experience Overview of Learning Objectives

This program is delivered utilizing a leadership study model: participants will explore a story, the leaders involved and surrounding circumstances then uncover the underlying leadership lesson that drove the results. Participants will then be guided through a dialogue around application of those lessons to their own leadership, team environment or organizational goals. Some cases focus on individual leadership outcomes while others are team or organizationally focused.

You Will Discover How To:

o Assess your leadership to play to your strengths

o Articulate a clear picture of success to help your team work toward a common vision with

shared mission objectives

o Use the five attributes of Adaptive Leadership to lead in a rapidly changing environment

o Cultivate the agility to inspire confidence and turn setbacks into opportunities

o Prepare for unexpected, high-stakes moments that call for decisive action

Your Team Will Discover How To:

o Create a culture of innovation to drive both radical and incremental innovation

o Work together to compensate for weaknesses and play to strengths

o Empower members to communicate “the technical truth,” even if that means delivering

bad news

o Understand when to “step up” and “step back” to bring out each member’s individual

leadership abilities & optimize team capability

Your Organization Will Be Better Equipped To:

o Establish an adaptive culture to enable your organization to endure over time

o Cope with a climate of uncertainty in which resources, challenges and priorities are

constantly changing

o Gain new insights into the type of preparation needed for different scenarios


Apollo Leadership Experience Sample 3-Day Agenda

Johnson Space Center, Houston, TX (Your agenda will be customized to your needs)

Day One: 4:15pm Meet in Hotel Lobby for Travel to Space Center Houston Reception & Opening Session

Executive Sponsor Introduction (If Applicable) Orientation & Pre-Event Survey Results History of Space Race Amidst Fierce Global Competition President John F. Kennedy Leadership Study: Nurturing the Vision James Webb Leadership Study: Managing Leadership Strengths & Gaps

Evening Dinner at Space Center Houston (SkyLab)

Day Two: Morning Johnson Space Center: Saturn V, Rocket Park & Astronaut Grove

Wernher von Braun Leadership Study: Adaptive Leadership Tom Kelly & The LEM: Building a Culture for Radical Innovation to Thrive

Apollo 1 Situational Analysis: Leading in Crisis George Low Leadership Study: Creating Opportunities from Setbacks Arnie Aldrich (Challenger) Leadership Study: Leaders Teaching Leaders

Afternoon Lunch Neutral Buoyancy Lab

Contingency Planning Profile: Preparing for the Unknown

Space Center Houston Apollo 11 Situational Analysis: Stepping Up or Stepping Back Guest Speaker: Current or Retired NASA Leader

Evening Dinner at Space Center Houston (Apollo 17 Command Module)

Day Three: Morning Johnson Space Center: Mission Control Room

Apollo 13 Situational Analysis: Crisis Leadership Lovell & Kranz Leadership Studies: Tactical & Strategic Team and Crisis Management

Afternoon Lunch Mission Debrief: Applying Your Learning Individual and/or Team Action Planning

2:00 pm Session Close: Executive Sponsor Wrap-Up (If Applicable)


Apollo Leadership Studies and Learning Objectives

In partnership with you, we will develop a customized agenda based on industry-specific learning objectives and the areas of focus for the cohort. Below, please find a summary of the primary case studies with details on the history and the learning objectives at each site.

Additional leadership studies are integrated into the core of the program. Listed below is a selection of the potential studies with the possible learning objectives we may explore. Once we understand the parameters for your group, we will develop an agenda tailored to your organization’s specific learning objectives.

President John F. Kennedy Leadership Study: Nurturing the Vision President John F. Kennedy’s famous statement “of landing a man on the Moon and returning him safely to the Earth” is often cited as an example of an inspiring mission statement. This module explores how Kennedy nurtures that vision over time (and with specific constituencies) to generate engagement and enroll the nation in the mission.

Leadership Insights:

o Describe how a clear common purpose can be used to overcome insurmountable odds and engage employees in “the mission”

o Describe the characteristics of a good mission statement o Discuss how to make the organization’s mission relevant and applicable to the team

James Webb Leadership Study: Managing Leadership Strengths and Gaps James Webb was NASA’s second Administrator and led the organization for almost a decade. This module looks at how he built and organized his top management team to allow him to play to his strengths and manage his leadership gaps.


o Describe how leaders can assess their leadership strengths and gaps o Describe how James Webb played to his strengths and addressed his leadership

gaps through recruitment and organizational design, avoiding the “Dunning-Kruger” effect

o Understand how organizational design can enhance innovation within your team and optimize your organization’s capabilities

Wernher von Braun Leadership Study: Adaptive Leadership The story of how Wernher von Braun led his team of scientist out of the ashes of a defeated Germany as POWs to become the core of U.S. rocket development is probably history’s best example of adaptive leadership.


o Describe the difference between technical and adaptive leadership o Understand the characteristics of an adaptive leader o Discuss how to model the characteristics of adaptive leadership to create opportunities


Tom Kelly & the LEM: Building a Culture for Radical Innovation to Thrive Innovation is often thought of as a “eureka moment.” The story of how the LEM was created by Grumman shows how a leader can create a culture where innovation happens every day.


o Describe how a culture that accepts failure can accelerate innovation o Assess the progress of a current innovation project or initiative o Identify strategies to improve innovation in their role

Apollo 1 Situational Analysis: Leading from Setbacks The Apollo 1 fire was a huge setback for the American space program. The leadership study explores how George Low and others lead NASA back from the brink and on to a string of successes.

Leadership Insights: o Use the environmental scan as a way to assess leadership “hot spots” after a setback o Describe how George Low lead the effort to get everyone back on track after Apollo 1 o Identify the leadership characteristics needed to lead after a setback

Arnie Aldrich (Challenger) Leadership Study: Leaders Teaching Leaders Arnie Aldridge was Director of the Space Shuttle Program for eight years. He started in this role in the immediate aftermath of the Challenger disaster. Arnie tells how, as a junior engineer in Apollo, he learned to lead from watching the great NASA leaders like George Low. We apply this learning to identify how we can develop better leaders.


o List ways leaders teach and develop other leaders o Plan possible actions they could take to better develop others

Apollo 11 Situational Analysis: Stepping Up or Stepping Back Most leaders love to lead – it’s their natural inclination. Former Prime Minister Tony Blair holds that the best leaders know when to step back and let others lead. This module uses footage from the Apollo 11 landing to show how great leaders know when to step back.


o Understand when to “step up” to lead or “step back” to enable others to lead o List criteria to consider when deciding whether to lead or enable others o Identify current situations where they should lead more strongly or enable others


Apollo 13 Situational Analysis: Crisis and Team Management - Strategic & Tactical Approaches Apollo 13 has been called “NASA’s successful failure.” The success was the result of the leadership of Gene Kranz, James Lovell and others. This case study explores the specific leadership behaviors that created success - behaviors that every executive can use to lead.


o Cite examples of Lovell and Kranz’s leadership behaviors o Explain the importance of goal clarity and how leaders adjust their style in crisis

Mission Debrief: Applying Your Learning The closing work session is customized for each group to ensure the application and link from history and the Space Race to their current business environment, specific leadership challenges or strategy.


Hogan Assessments and One-on-One Coaching

Individual One-on-One Coaching Our Hogan certified coaches meet with each participant before the program to review and explain their results. The length and depth of these sessions are up to you. These meetings may take place in person or through video-conference, depending upon availability.

Potential Report

The Potential Report measures your day-to-day leadership interaction under normal

conditions. We use it to help leaders prepare for difficult times before they happen.

This assessment gives you valuable insight into how people work, how they lead, and

how successful they will be.

Challenge Report The Challenge Report explores behaviors that can inhibit leadership effectiveness in

times of stress or high-pressure situations. It measures characteristics that can inhibit

job performance and identifies your detailers. This is critical in learning to self-manage

when it’s most difficult.

Values Report The Values Report measures your key values and motivators. It explores the motives,

values, and goals that identify the best working environment for an individual. The

Values Report predicts individual fit with a career, team, and organization. Emotional Intelligence Report The Emotional Intelligence Report gives you the ability to identify and manage your

own and others’ emotions. People skills determine success, and individuals who lack the

ability to build effective relationships are destined to fail – no matter how smart or

talented they are. This report provides an overall score, as well as individual scores and

feedback for six emotional competencies.


Investment Options and Formats

Custom Program Investment for the Apollo Leadership Experience

3-Day Customized Company Session: • $60,000 USD for up to 12 participants per session • Additional participants from 12+ are $5,000 USD per participant

Exact dates for Custom Programs are determined based upon your request and the availability and requirements of your leaders, our partners’ facilities, NASA, and facilitators.

Hogan Reports plus Individual One-on-One Coaching

Hogan Assessments – (4) Reports to include Potential, Challenge, Values, and Emotional Intelligence with 90-Minute One-On-One (Virtual) Coaching Sessions: • $15,000 for 12 participants • Additional participants from 12+ are $1,250 USD per participant

The Custom Program Investment Includes the Following:

o Expert Facilitation: History based programs have two facilitators (historian and leadership expert) who lead the program, including breakout discussions to facilitate the connections from history to today.

o Meals and Beverages All meals and beverages included during the program.

o Ground Transportation: Executive coach during the program. Participants are responsible for getting to/from the hotel.

o Meeting Space: All necessary meeting space and entry fees are included.

o Pre-Program & Program Logistics Management: We manage all logistical details related to hotels, food, beverage, and transportation during the program. There is also an on-site professional logistics manager who will function as the advance person for the group and also accommodate any special requests or food allergy concerns.

o Tailoring: We tailor programs for our clients. In tailoring our programs, we leverage existing case studies and integrate specific competencies, strategic challenges and action planning approaches.

Facilitator’s travel and hotel expenses will be charged to client at cost. If applicable, additional costs would be incurred for new case study development or site visits.

Documents

Apollo Leadership Experience for · Apollo Leadership Experience for UPS Global Business Services Leadership Development Hi-Po Group ... Overview 6 Apollo Leadership Experience -