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Developing Future Executives
Maxim Strashun Head of Talent Development EMEA, Lenovo
January 2017 @maximstrashun
2017 Lenovo, All rights reserved.
For HR Director Summit 2017
2
Maxim Strashun…a bit about me
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My job in Lenovo
3200+
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Executive summary of Strategic Talent Academy
• Program designed to accelerate development of director-level top talents
• Desired outcomes: – talents developed on topics key to ELT (EMEA Leadership Team)
– work on strategic projects
– strengthen bench
– increase visibility of talents to ELT
• Program description: – 14-months-long; 3 face-to-face sessions, 2-5 days long each
– mentoring, coaching, project work, feedback and training sessions
– 2 aspects of program: company-based development and personal development aspect
• EMEA Leadership Team (ELT) members involved in program – coaches, mentors, lecturers, project sponsors
• A lot of involvement needed from participants
18 / 13
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5
Company-based development aspect
Face-To-Face
Session 1
3 days
Mentored by executive member
Coaching one lower-band talent from another team
Team Project 1 work
Jan
2015 Feb
2015
June
2015
March
2016
Face-To-Face
Session 2
5 days
Face-To-Face
Session 3
2 days
Intr
o c
all
Personal development aspect: leadership de-railers
Feedback
Questionnaire 1 Feedback
Questionnaire 2 Work on four behaviours Working with
outcomes
Up
da
te c
all
Co
ach
ing
:
lesso
ns le
arn
ed
6
Skills to be trained in the program
In the program:
• Influencing (positive outcomes of projects)
• Strategic thinking
• Presenting to executive audiences
• Increasing personal Pro-activity/Drive
• Being a change agent, driving change
• Coaching style of working with my talents
Under discussion at start:
• Leadership skills
• Executives’ expectations and hot buttons
• Understanding P&L in-depth
• Understanding aspects of global business
• Strategic thinking (part two)
• Execution skills
“Star Wars”; © Twentieth Century Fox;
2017 Lenovo, All rights reserved.
For HR Director Summit 2017
7
Company-based development aspect
F2F Session 1
Mentored by executive member
Coaching one lower-band talent from another team
Team Project 1 work
Jan
2015 Feb
2015
Como
June
2015
BA
March
2016
BA
F2F Session 2 F2F Session 3
Intr
o c
all
Personal development aspect: leadership de-railers
Feedback
Survey 1 Feedback
Survey 2
Choose
behaviours Work on four behaviours
Present
journey to
executives
Up
da
te c
all
Co
ach
ing
:
lesso
ns le
arn
ed
IDP
input
Team Project start
President’s opening +
career
What is strategic thinking
Influencing skills
Team Project time +
presentation
Presenting to executives
Training on coaching
Presentation: personal
strengths + dev ops
Being a change agent
Pro-activity / Drive +
execs’ expectations
Discuss 360 behaviours
Interpret
report to
PS
New president’s opening +
career
ELT
Dis
cu
ss
ion
8
Key learning: increased visibility
• One of key aims of program:
increase participants’ visibility – influenced programming decisions
– provide with info and opportunities to evaluate
– create space for EMEA Leadership Team(ELT) to discuss
• Involving ELT into program is key – speeches, talks, teaching topics, mentoring
– during 1st step (needs analysis)
– use their ideas
© joshua earle
2017 Lenovo, All rights reserved.
For HR Director Summit 2017
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Key learning: Admin
• Update calls with each ps + their manager
– 45 minutes booked with each ps and their exec
– both sides: inform of effort + progress; surprises
– 3 types of executives: at end of my presentation
• Locations and times for F2F sessions
– 1st in nice/impressive/special
– months when business will allow its top talents to go away
• Choosing ps for program
– top 3 boxes in 9-box vs. AC
source: www.brunswickfasteners.com
2017 Lenovo, All rights reserved.
For HR Director Summit 2017
10
Company-based development aspect
F2F Session 1
Mentored by executive member
Coaching one lower-band talent from another team
Jan
2015 Feb
2015
Como
June
2015
BA
March
2016
BA
F2F Session 2 F2F Session 3
Intr
o c
all
Personal development aspect: leadership de-railers
Feedback
Survey 1 Feedback
Survey 2
Choose
behaviours Work on four behaviours
Present
journey to
executives
Up
da
te c
all
Co
ach
ing
:
lesso
ns le
arn
ed
IDP
input
President’s opening +
career
What is strategic thinking
Influencing skills Presenting to executives
Training on coaching
Presentation: personal
strengths + dev ops
Being a change agent
Pro-activity / Drive +
execs’ expectations
Discuss 360 behaviours
Interpret
report to
PS
New president’s opening +
career
ELT
Dis
cu
ss
ion
Team Project 1 work
Team Project start
Team Project time +
presentation
11
Key learning: Projects
• Reason/aim of including projects – To learn new business aspect?
– To lead a team?
– To practice strategic thinking?
– To help resolve key business issue?
• Already-running or newly-created? – Already running=difficult
© Nadia Sablin
source: pdnpulse.pdnonline.com
© Steve McCurry source:
stevemccurrystudios.tumblr.com 2017 Lenovo, All rights reserved.
For HR Director Summit 2017
12
Key learning: Projects
• Best solution: – on strategic + untouched issue
– in own business
– pick own team
• Workload juggling
• Starting new project: – @ F2F session
– use every F2F session
– set expectations for budget: 1-day trips
source: www.enlightenschool.org
2017 Lenovo, All rights reserved.
For HR Director Summit 2017
13
Company-based development aspect
F2F Session 1
Mentored by executive member
Coaching one lower-band talent from another team
Team Project 1 work
Jan
2015 Feb
2015
Como
June
2015
BA
March
2016
BA
F2F Session 2 F2F Session 3
Intr
o c
all
Personal development aspect: leadership de-railers
Feedback
Survey 1 Feedback
Survey 2
Choose
behaviours Work on four behaviours
Present
journey to
executives
Up
da
te c
all
Co
ach
ing
:
lesso
ns le
arn
ed
IDP
input
Team Project start
President’s opening +
career
Team Project time +
presentation
Presentation: personal
strengths + dev ops
Discuss 360 behaviours
Interpret
report to
PS
New president’s opening +
career
ELT
Dis
cu
ss
ion
Training on coaching
What is strategic thinking
Influencing skills Presenting to executives
Being a change agent
Pro-activity / Drive +
execs’ expectations
14
Key learning: training and topics
• Choosing suppliers/trainers – sample lessons + work with specific trainer only
• Strategy topic – best done internally at this level
– best if execs can open-up
• Influencing skills – classic project managing skills not needed
– influencing: all resolved before presentation to ELT
– typology of people: DISC, Clarity 4D, etc.
• Discussions about career path – with both presidents: to pull-in into program
– differences between approaches
source: www.enlightenschool.org
2017 Lenovo, All rights reserved.
For HR Director Summit 2017
15
Key learning: training and topics 2
• “Change agent” topic – taking-over new countries / regions / functions
– finding right ELT person
• Pro-activity/Drive topic: – being more pro-active + have more drive?
– questionnaire: Kirton Adaption-Innovation Inventory
– what is it? adaptors vs. innovators
– being + showing that I’m proactive
© matthieu paley
2017 Lenovo, All rights reserved.
For HR Director Summit 2017
16
Key learning: training and topics 3
Presentation skills:
• not rocket science – state point 1st, details 2nd
– simple is better
– deal with interruptions and questions
• practice real presentation, FB, try again
• present to ELT
• key: ensure FB gets to ps
© paul octavius 2017 Lenovo, All rights reserved.
For HR Director Summit 2017
17
Company-based development aspect
F2F Session 1
Mentored by executive member
Coaching one lower-band talent from another team
Team Project 1 work
Jan
2015 Feb
2015
Como
June
2015
BA
March
2016
BA
F2F Session 2 F2F Session 3
Intr
o c
all
Up
da
te c
all
Co
ach
ing
:
lesso
ns le
arn
ed
Team Project start
President’s opening +
career
What is strategic thinking
Influencing skills
Team Project time +
presentation
Presenting to executives
Training on coaching Being a change agent
Pro-activity / Drive +
execs’ expectations
New president’s opening +
career
ELT
Dis
cu
ss
ion
Discuss 360 behaviours
Personal development aspect: leadership de-railers
Feedback
Survey 1 Feedback
Survey 2
Choose
behaviours Work on four behaviours
Present
journey to
executives
IDP
input
Presentation: personal
strengths + dev ops
Interpret
report to
PS
18
Key learning: personal develop’t
• 360º survey
– “What Got You Here…”, what do I need to stop doing
– key: buy-in execs
– key: who gives FB?
– not 5-step scale
• Interpret report for each ps
– report: powerful, clear message, biggest impact
– teach how to read report
– fluctuations
• Majority of ps got a lot out of it
– e.g. playing favourites, adding own ideas
– if act on it = success
– discussion: how to deal with chosen behaviours
• 2nd Survey + Mini-surveys © Steve McCurry source:
stevemccurrystudios.tumblr.com 2017 Lenovo, All rights reserved.
For HR Director Summit 2017
19
Leadership de-railers: 19 bad habits
Winning too much
Adding own suggestions and ideas, even if that is not necessary
Passing judgment
Making destructive comments
Starting with “No”, “But” or “However”
Telling the world how smart s/he is
Speaking when angry
Negativity, or “Let me explain why that won’t work.”
Withholding or not sharing information
Failing to give proper recognition to people who
deserve it
Claiming credit s/he doesn’t deserve, for good things that s/he didn’t do.
Making excuses
Clinging to the past
Playing favorites
Refusing to express regret
Not listening
Failing to express gratitude
Punishing the messenger
Blaming others for own mistakes and failures 2017 L
enovo, A
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Taken from Marshall Goldsmith
“What Got You Here Won’t Get You There”
20
360º survey - report
2017 Lenovo, All rights reserved.
For HR Director Summit 2017
21
Company-based development aspect
F2F Session 1
Team Project 1 work
Jan
2015 Feb
2015
Como
June
2015
BA
March
2016
BA
F2F Session 2 F2F Session 3
Intr
o c
all
Personal development aspect: leadership de-railers
Feedback
Survey 1 Feedback
Survey 2
Choose
behaviours Work on four behaviours
Present
journey to
executives
Up
da
te c
all
IDP
input
Team Project start
President’s opening +
career
What is strategic thinking
Influencing skills
Team Project time +
presentation
Presenting to executives
Presentation: personal
strengths + dev ops
Being a change agent
Pro-activity / Drive +
execs’ expectations
Discuss 360 behaviours
Interpret
report to
PS
New president’s opening +
career
ELT
Dis
cu
ss
ion
Training on coaching
Coaching one lower-band talent from another team
Co
ach
ing
:
lesso
ns le
arn
ed
Mentored by executive member
22
Key learning: being mentored
• Important: agreement with ELT – take-on 2-3 ps; they come prepared
– offer summary + help if want it
• Choosing mentor – specific need vs. greater visibility
– who do you want as mentor?
• Surprise: missed opportunity (hurt own reputation)
• Important: call for mentees – come with issues, you drive it
– as often as agreed – not less
– extra sessions for specific issues
source: www.mondaynightproductions.com 2017 Lenovo, All rights reserved.
For HR Director Summit 2017
23
Key learning: increased visibility
2017 L
enovo, A
ll rights
reserv
ed.
For
HR
Directo
r S
um
mit 2
017
24
Company-based development aspect
F2F Session 1
Team Project 1 work
Jan
2015 Feb
2015
Como
June
2015
BA
March
2016
BA
F2F Session 2 F2F Session 3
Intr
o c
all
Personal development aspect: leadership de-railers
Feedback
Survey 1 Feedback
Survey 2
Choose
behaviours Work on four behaviours
Present
journey to
executives
Up
da
te c
all
IDP
input
Team Project start
President’s opening +
career
What is strategic thinking
Influencing skills
Team Project time +
presentation
Presenting to executives
Presentation: personal
strengths + dev ops
Being a change agent
Pro-activity / Drive +
execs’ expectations
Discuss 360 behaviours
Interpret
report to
PS
New president’s opening +
career
ELT
Dis
cu
ss
ion
Mentored by executive member
Coaching one lower-band talent from another team
Co
ach
ing
:
lesso
ns le
arn
ed
Training on coaching
25
Key learning: coaching top talents
• two levels below (not one)
• exchange of coachees didn’t work, organize better
• key: call with all coachees - benefits for them
• key: follow-up calls (would do 2x) – discuss what worked/not
– practice roleplays, remind of techniques
– give (very few) new techs
– same now in all training in EMEA
• training - must be very pragmatic: skills + comfort – GROW ok, others too
– skills of drilling down, asking good questions source:
www.notonthehighstreet.com
2017 Lenovo, All rights reserved.
For HR Director Summit 2017
26
Company-based development aspect
F2F Session 1
Mentored by executive member
Coaching one lower-band talent from another team
Team Project 1 work
Jan
2015 Feb
2015
Como
June
2015
BA
March
2016
BA
F2F Session 2 F2F Session 3
Intr
o c
all
Personal development aspect: leadership de-railers
Feedback
Survey 1 Feedback
Survey 2
Choose
behaviours Work on four behaviours
Up
da
te c
all
Co
ach
ing
:
lesso
ns le
arn
ed
IDP
input
Team Project start
President’s opening +
career
What is strategic thinking
Influencing skills
Team Project time +
presentation
Presenting to executives
Training on coaching Being a change agent
Pro-activity / Drive +
execs’ expectations
Discuss 360 behaviours
Interpret
report to
PS
New president’s opening +
career
Present
journey to
executives
Presentation: personal
strengths + dev ops
ELT
Dis
cu
ss
ion
27
Key learning: presenting dev’t
• change: summary session with ELT – next steps for each ps / future in company
• in teams, to 1/3 of ELT
• positive: visibility of ps’ learning – learned from program
– arrogance visible
– new execs in team
• negative: unusual step / lack of interest – change: include project manager in team
• end: gift, personalized
• IDP discussion: surprise
© alfonso exposito; source:
www.uwphotographyguide.com
© matthieu paley
2017 Lenovo, All rights reserved.
For HR Director Summit 2017
28
Three types of executives
(in connection to running programs) • all about business
– business impact
– cancel/cut short update calls
– best: asked to lead projects
• talking a lot more than listen – more difficult to ask for involvement
– best: mentors, asking for advice, presenting topics to ps
• very much about developing their people – ask me about how their people are doing
– pre-discuss points to make at update call (show interest)
– ps very impressed + appreciate approach; me too
– all say, but minority is
– program: 1 (max 2); they’ll drive business
© paul octavius
2017 Lenovo, All rights reserved.
For HR Director Summit 2017
29
Maxim Strashun
Head of Talent Development EMEA, Lenovo
+421-911-450-672
Let’s share best practices on developing
talents!
Maxim’s Contact
2017 L
enovo, A
ll rights
reserv
ed.
For
HR
Directo
r S
um
mit 2
017