Vistaprint’s Manager Development Program

• Wendy Cebula – President, NA• Austin Cooke - VP, Human Resources,

NA

Company Confidential – Vistaprint © 2007 1

04/10/2023 2Company Confidential © 2009

Vistaprint provides more than 8 million small businesses and families the opportunity to make an impression at the best price.

Business cards

Postcards

BrochuresFoldersLetterhead Envelopes

MagnetsStamps

Custom apparel

Promotional gifts

WebsitesEmail marketing

Holiday cards

Photo calendars

Photo cards

Invitations/Announcements

Photo books

Cards

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Vistaprint Revenue Growth

FY2003 FY2004 FY2005 FY2006 FY2007 FY2008 FY2009 FY2010 Guidance

$35 $59

$91

$152

$256

$401

$516 * $620US Revenue Non-US Revenue

Millions, fiscal year ending June 30

*16th Fastest Growing Public Company – Fortune Magazine

The Challenge…• Extremely high growth company• Young, capable, highly intelligent workforce• Rapid promotion cycles• Limited resources for managers• Delivery culture

“I was promoted internally to be a manager and have been managing for just over a year with zero training other than what I’ve

experienced from my manager.”- Vistaprint Manager

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High Level Learning Topics:

• The Work of Managerso Mental Modelso Ladder of Inferenceo Advocacy & Inquiry

• Planning and Prioritizingo Important vs. Urgent

• Goal Settingo SMART Goals

• Delegating to Build Talento Skill vs. Will

• Providing Direct and Actionable Feedback

• Results Stories• Coaching to Drive Results

o What’s in Your Toolbox?

• Strategy Implementationo Creating a Clear Line of Sight

• Managing the Challenges of Change

o Asking the Critical Questionso Agility & Resilience

• Utilizing Communication Process Skills

o Stakeholders & Triggerso Developing a Plan

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Phase I Phase II

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Vistaprint’s Manager Guiding Principles1. Build and maintain resilient relationships.2. Align employees’ tasks and responsibilities with the

overall goals of the business.3. Delegate areas of responsibility to people based on

their capabilities, and hold them accountable.4. Give (and seek) productive feedback. 5. Maintain productive management practices. 6. “Helicopter” when appropriate to teach or course-

correct. 7. Grow (and stretch) your people. 8. Use Guiding Principle-based decision making.9. Be open and transparent.10.Be a role model.

Q2 Q3 Q4 Q1

Participants

Managers of Participants

Measurement

Gathering Metrics

Time Commitment:~ 11-12 Hours

Time Commitment:~ 11-12 days

1 Hour

MDPOrientati

on

1 HourPhase II Check-In

½ DayGraduation

Ongoing : Conversations, Measurement, Debriefs

2 Days

Phase I

2 Days

Phase II

12 Vista Impact Sessions

12 Vista Impact Sessions

½ Day

Graduation

Ongoing : Reinforcement through E-Learning

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Manager Development Program At A Glance

Vista Impact Session Discussions360° Survey

Feedback

Vista Impact Session

Discussions360° Survey

Feedback

Q2

Vista Impact Session Topics• Session I - What’s Working – What Needs Work

• Session 2- The Art of One-on-Ones

• Session 3 - Conducting Effective Performance Management Conversations

• Session 4 – Time Management Tips & Tricks

• Session 5 - Motivating Others

• Session 6 – Learning Styles

• Session 7 – Setting Expectations: How to Work Together

• Session 8 - Managing your Manager

• Session 9 - The Stages of Team Development

• Session 10 - Gaining Buy-In/Commitment

• Session 11 - Influencing Others

• Session 12 - The Power of Story Telling

Phase II (Order TBD)

• Rewards & Recognition

• Difficult Conversations

• Dealing with Poor Performance

• When Coaching Isn’t Enough: Bringing in HR

• Emotional Intelligence

• Providing Continuous Feedback

• MBTI – What is My Style

• Respecting Work/Life Balance

• Building Trust & Credibility

• Effective Listening

• Managing Across Generations

• Intercultural Awareness

What we are doing… Creating a culture that promotes the value of management & our commitment to develop management talent. The ideal environment embeds the belief that strategic management of talent is a competitive advantage. We demonstrate that by:• Devoting time and attention to it• Using our understanding of what people need to learn and

how they learn to provide opportunities for them• Integrating “business” and “human” strategies• Managing trade-offs between performance, learning, and

development• Proactively providing learning opportunities and resources• Creating space {time & autonomy} for both the act of

managing and for employees to improve their management skills

• Communicating & demonstrating the value of high quality management through both investment & incentives 9

Early Results…“MDP has changed the way I think.  I am more impactful as a manager now that I have a new framework for work throughput, allocation, and organizational efficiency.  Specifically, MDP has helped me sort out “who’s doing what” on my team and how to manage the people and workloads.”

- Pilot Participant

“I feel more confident in my ability to manage others, especially other managers.  I feel that I am truly building a strong team, which helps me, them and the business.” - Pilot Participant

“I definitely think getting these core skills will allow me to become a stronger manager and drive value for the team and Vistaprint.” 

- Class A Participant

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Questions

•http://www.linkedin.com/in/cookeaustin •http://careers.vistaprint.com/