leadership development solutions -...

LEADERSHIP DEVELOPMENT SOLUTIONSING U.S. LEADERSHIP DEVELOPMENT

INTERNAL USE ONLY

R E T I R E M E N T • I N V E S T M E N T S • I N S U R A N C E

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Leadership at ING“Great companies and great leadership

are inseparable. Values are established

and embraced because of great

leadership. Cultures are built and then

thrive because of great leadership.

Ambitious strategies are executed

exceptionally well because of great

leadership. Talent is developed and then

flourishes because of great leadership.

Financial targets are achieved because

of great leadership. Customers have

confidence in our value proposition

because of great leadership. It is the

collective strength of ING U.S.’s leaders

who will chart our journey to greatness.”

- Rod Martin, CEO

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OrangEvolution! represents a new phase in our ongoing journey where the focus is on our people

and helping them understand how they can personally contribute – and benefit – from achieving our

shared vision of being “America’s Retirement Company™”. We are setting a foundation for suc-

cess centered around our newly created values, our revised leadership model and our cultural pillars.

VALUES:

Our values will guide our decision-making and behaviors and serve as our compass while we trans-

form our culture and execute on our vision and strategy.

• Wedotherightthing

• Wehavecustomerpassion

• Wearethewe

• Wehaveawinningspirit

• Wecare

LEADERSHIP MODEL:

As management stewards of our financial and human capital, we are committed to have leaders who:

• Demonstrateintegrity

• Buildastrongorganization

• Createandleadchange

• Deliverresults

• Excelatexecution

• Leadwithpassionandclarity

• Developpeopleandself

• Workasonecompany

• Focusonthecustomer

CULTURE:

Collectively we will create a culture that is based on:

• A clear strategy and roles - Ensure that our mission, values and strategy are clearly

un derstood and are linked to the roles of individual ING employees

• A culture of high-performance - Establish performance standards, scorekeeping approach,

leadership model, and incentive structure that align with how we execute our strategy

• A focus on continuous improvement - Engage front-line employees to drive exceptional

execution of our strategy and create a bottom-up engine for continuous improvement

FOUNDATION FOR SUCCESS


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*Behaviorsforeachcompetencyareidentifiedforthreedifferenttiersofleaders:

Tier 1: Managers of Individual Contributors

Tier 2: Managers of Managers

Tier 3: Leader’s Council and above

Leadership development options are varied and are targeted toward each tier.

BEHAVIORAL EXPECTATIONS

THE LEADERSHIP MODEL

Is the framework for the leadership development solutions. The leadership model outlines the

expectations* of our leaders and is “how” leaders exemplify our company values and mission.

AMERICA’S RETIREMENT COMPANY

OrangEvolution!LEADERSHIP Jo

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Continuous Improvement Cultu

re C

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Evol

utio

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Transformation

Perf

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Clea

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ateg

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Clea

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High Performance

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Specific training programsare offered for leaders at all levels

to develop the skills and behaviors

outlined in the leadership model


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TARGETED SOLUTIONS

DEVELOPMENT OFFERINGS FOR

LEADERS AT ALL LEVELS DELIVERED THROUGH A

VARIETY OF METHODSAUDIENCE FOCUS DELIVERY METHOD

INDIVIDUALCONTRIBUTORS

Establishing a Foundation for Leadership

U.S. Learning Center - SkillSoft

Job Specific Training

TrainingandDevelopmentTeam

MANAGER OF INDIVIDUALCONTRIBUTORS

Building Leadership Competencies

ManagementDevelopmentProgram

ING Leadership Curriculum

U.S. Learning Center - SkillSoft

Leadership 360

MANAGERS OF MANAGERS

DevelopingLeadership Excellence

ExecutiveDevelopment (Partnership with LIMRA)

Action Learning

Leadership 360

SENIORLEAD-ERS (LC+)

Leading Leaders

ExecutiveDevelopment (Partnership with LIMRA)

AcceleratedLeadershipDevelopmentProgram(ALDP)

Executive 360 and Coaching

LEA

DE

RS

HIP

DE

VE

LOP

ME

NT

MA

NA

GE

ME

NT

DE

VE

LOP

ME

NT

EX

EC

UT

IVE

DE

VE

LOP

ME

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Specific training programs

EXECUTIVED E V E L O P M E N T

LEADERSHIPD E V E L O P M E N T

D E V E L O P M E N T

MANAGEMENTDEVELOPMENT PROGRAM (MDP)

MANAGEMENT

OrangEvolution! HAS AT ITS VERY CORE AN EMPHASIS ON DEVELOPING AND MEASURING TALENT AND LEADERSHIP AT ING U.S.

TheINGU.S.TalentandLeadershipDevelopmentmissionistomakeleadershipdevelopment

an integral part of personal career development, employee engagement and ultimately

improved business performance. Our focus is on strategically delivering targeted leadership

developmentsolutionsatalllevelsacrossourorganization.OurgoalistomakeINGU.S.a

high-performing company, one employee, one manager, and one leader at a time.

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TheManagementDevelopmentProgramTier one offerings that use tools,

webinars and classroom sessions

to help managers assimilate into

their role during the first year


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DAY ONE: PRINTED GUIDESManagers receive a transition guide to help them get to know their team and their boss.

Managers will receive an administrative systems guide to help them learn about the systems they need to use as a manager.

Managers will also receive material explaining the details of the Management Development Program.

Month One - WebinarsNew Managers are automatically enrolled via the U.S. Learning Center

OrangEvolution!Expectation setting on our culture, leadership behaviors and employee engagement

Civil TreatmentTraining managers on legal and ethical issues in managing employees

Quarter One - Classroom CoursesOffered quarterly in Windsor, Connecticut

Art of Performance ManagementSituational Leadership II

Year One - WebinarsClasses offered once a quarter

Behavioral Interviewing

Change Management

Compensation

Customer ServiceLeadership

Team Building Techniques

Time Management

ING U.S. MANAGEMENT DEVELOPMENT

OVERVIEW OF MANAGEMENT DEVELOPMENT PROGRAM

As a conduit between executive and front-line employees, our people managers are the key to strategy

execution. They make things happen in the organization. They are also the lens through which employees

see the organization…what they deliver and how they act are keys to influencing employee behavior.

The ING U.S. Talent and Leadership Development team has created a program dedicated to giving our

managers the tools and skills they need to be successful. Our Management Development Program (MDP),

has been efficiently designed to give new managers at ING U.S. a baseline understanding for what it takes

to be an ING leader.

For more information contact us at: [email protected]

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OUR MANAGEMENT DEVELOPMENT COURSES DIRECTLY ALIGN TO THE LEADERSHIP MODEL FOR TIER ONE MANAGERS

These courses directly address leadership competence specific to

one or more behaviors. Please refer to the legend below as a guide

to course names.

Visit the U.S. Learning Center to sign up for any of the classes.

ING U.S. MANAGEMENT DEVELOPMENT

COMPETENCY MANAGEMENT DEVELOPMENT COURSES

APM BI CTM CM C CSL OE TBT TM SLII BYPN BizSim DiSC OS&DP PMM ROC TMM

Demonstrate Integrity

Build a Strong Organization

Create and Lead Change

Deliver Results

Excel at Execution

Lead with Passion and Clarity

Develop People and Self

Work as One Company

Focus on the Customer

1 1

1

1

1 1 1 1

1 11 1 1

1 11

1 1

1

1 1

1

1

1 1

1

1

11

1

MDP - Management Development Pro-

gram Courses Legend

APM - Art of Performance Management

BI-BehavorialInterviewing

CTM - Civil Treatment for Managers

CM - Change Management

C - Compensation

CSL - Customer Service Leadership

OE - OrangeEvolution!

TBT-TeamBuildingTechniques

TM - Time Management

SLII - Situational Leadership II

Additional Management Development Courses Legend

BYPN - Building Your Peer Network

BizSim - Business Simulation

DiSC - DiSC

OS&DP - Objective Setting and Development Planning

PMM - Project Management for Managers

ROC - Return on Adjusted Capital

TMM - Talent Management for Managers

1 Directlyaddressesleadershipcompetencywithcurriculumspecifictooneormorebehaviors(Tier1Managers)


“EFFECTIVE LEADERSHIP IS PUTTING FIRST THINGS FIRST. EFFECTIVE MANAGEMENT IS DISCIPLINE, CARRYING IT OUT.”

- DR. STEPHEN R. COVEY

Visit the U.S. Learning Center for enrollment or

additional information

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MANAGEMENT DEVELOPMENT PROGRAM - MONTH ONE AND QUARTER ONE COURSES

COURSE DESCRIPTION

OrangEvolution!This 20 minute online class is designed to provide participants with an understanding of our company’s culture, behavioral expectations of ING U.S. leaders and the importance of engaging employees to foster a high-performance culture.

Civil TreatmentThis 90 minute interactive online module is about how to provide a work environment that demonstrates value, respect and fair treatment for all individuals. The program will teach managers how their conduct can either cause or prevent workplace issues. This is the online version of the class, “Power of the Bench... Valuing Individuals.” Please note that this class has two parts. You must take the online course and then attend a one hour virtual debrief session with a member of the HR Resolution team to receive full credit.

Art of Performance Management

In this two day classroom session, participants will learn to recognize their own barriers to communication and develop a proven set of skills to overcome them. Utilizing these new skills, participants will apply them in various management situations, including: establishing objectives and expectations, providing feedback, coaching, recognition and rewards.

Situational Leadership II

SLII® is a model and a set of tools for opening up communication and helping others develop self-reliance. This one day classroom session is designed to increase the frequency and quality of conversations about performance and development between managers and the people they work with so that competence is developed, commitment is gained, and talented individuals are retained.

MANAGEMENT DEVELOPMENT PROGRAM - QUARTERLY CLASSES

COURSE DESCRIPTION

Behavioral Interviewing

This two hour virtual course is designed to develop skills for hiring the right people. Participants will learn how to ask the right questions the right way, control the interview and deal with interviewer bias. The course uses a scientifically validated instrument (Behavioral Skill Analyzer) to help you identify characteristics that make people successful on the job and avoid making poor hiring decisions.

Change Management

When major changes occur, teams often react with uncertainty about their job, which promotes rumors, low morale, and sometimes a lack of trust in management. All of these things im-pact productivity. This two hour virtual session focuses on leading people through change, communicating effectively, dealing with the rumor mill and building rapport, trust and motivation.

CompensationThis two hour virtual session is facilitated by a member of the compensation team. It is intended to provide an overview of the compensation strategy and implementation of the strategy. This class is not intended for Investment Management managers.

Customer Service Leadership

This two hour virtual interactive session explores various techniques in creating a customer centric culture within a team or organization. Leaders will have an opportunity to explore who their customers are and what they expect, how to sustain an individual level of engagement and leverage their leadership style to coach employees to think as owners. The session will also cover various ways of developing a service management system that works within a specific team or organization.

Team Building Techniques

This two hour virtual course is intended to increase managers’ effectiveness in guiding their teams through the various stages of development to reach high-performance. Participants will learn the importance of leading the team through all the stages and how to manage conflict when it arises.

Time Management

Time is one of our most valuable resources. In this two hour virtual session, participants will learn tips and techniques to effectively manage their time at work. Participants will learn how to better manage time by analyzing, recording, planning, and prioritizing tasks.

ADDITIONAL / OPTIONAL TIER ONE MANAGEMENT DEVELOPMENT COURSES

COURSE DESCRIPTION

Building Your Peer Network

Having a network of peers is like having a cadre of consultants available at any time. In this two hour virtual class, participants will learn who should be in their network, how to build a network and how to use their network for information sharing, problem-solving, and learning new skills.

Business Simulation

Designed with non financial employees in mind, Celemi Apples & Oranges™ is a one-day, interactive ‘board game’ style business simulation that not only teaches participants the basics of finance, but also enables them to truly internalize big-picture fundamentals such as cash flow, inventory and sales. In a classroom setting, participants learn how various decisions and actions - including their own jobs - impact profitability.

DiSCDiSC identifies an individual’s preferred personality or communication style. With this information, participants find ways to use their style to improve communication, interpersonal relationships, work productivity and teamwork. This workshop can be delivered virtually or in person and the length of time varies based on the areas of focus.

Objective Setting and Development Planning

This two hour virtual course takes participants through a series of interactive exercises intended to increase managers’ effectiveness in setting objectives and building development plans for employees and themselves. Participants will learn the importance of the objective setting and development planning process and understand the responsibilities involved. They will also craft SMART objectives and link them to the organization’s strategic vision.

Project Management for Managers

This two hour virtual course exposes participants to a very high level view of project management and the various roles necessary for project success. Project leadership skills and expectations are explored and the project lifecycle is defined.

Return on Adjusted Capital

This ten minute online module provides a broad understanding of Return on Adjusted Capital (ROC) and how this important measurement is impacted by all employees.

Talent Management for Managers

Effective talent management attracts, develops and retains talent employees and potential future leaders that will drive the growth of our business. In this two hour virtual course, participants will define talent management, uncover the benefits of effective talent management, and learn how to effectively manage talent within ING.


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ExecutiveDevelopmentTier two and three leadership courses are designed

for managers of managers and senior leaders.

These courses build upon the foundational skills

coveredintheManagementDevelopmentofferings


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ING U.S. EXECUTIVE DEVELOPMENT

* Courses are offered in a classroom setting and can be taken in any order. Fees do apply and vary by class.

OVERVIEW OF EXECUTIVE DEVELOPMENT COURSES

CHANGE MANAGEMENT

(Prosci)

SENIOR EXECUTIVETEAMS

FINANCIALSTRATEGIES

CONFLICT TOCOLLABORATION

STRATEGIC TALENTMANAGEMENT

LEADERSHIPSTRATEGIES

CREATING A CULTURE OF ACHIEVEMENT

TAKING THE LEADERSHIP CHALLENGE

MENTORING FORIMPACT

At ING U.S., we expect our managers of managers and senior leaders to be the catalyst of

major, even transformative, change. We understand that executives face a complex array of

responsibilities, and let’s face it, the future of the business resides in their ability to develop and

deliver on our strategic objectives. Those transitioning into these senior positions must deal with

significant change in the political network, job complexity, time horizons and human dynamics of

the work environment.

We have designed a set of leadership development offerings (in partnership with LIMRA

and Prosci) to help our senior leaders:

• Establishalong-rangevisiondespiteanuncertaineconomicandpoliticalenvironment

• Flourishinthefaceofnew,oftenunexpectedcompetitorsfromallcornersoftheglobe

• Beentrepreneurswhodevisewaystoinnovativelymeetclientneeds

• Createahigh-performanceculturethatelevatestalentstrategytobusinessstrategy

• Executeunderintensescrutinyandwithlittleleewayfromtheirboard,their

shareholders, the media and the public at large





MANAGEMENT

ExecutiveDevelopment


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OUR EXECUTIVE DEVELOPMENT COURSES DIRECTLY ALIGN TO THE LEADERSHIP MODEL FOR TIER TWO AND THREE LEADERS.

These courses directly address leadership competence specific

to one or more behaviors for tier two and/or tier three leaders.

Please refer to the legend below as a guide to course names.

Visit the U.S. Learning Center to sign up for any of the classes.

ING U.S. EXECUTIVE DEVELOPMENT

COMPETENCY LIMRA EXECUTIVE DEVELOPMENT COURSESPROSCI CHANGE

MANAGEMENT COURSE

CTC CCA FS LS MFI SET STM TLC PCM

Demonstrate Integrity

Build a Strong Organization

Create and Lead Change

Deliver Results

Excel at Execution

Lead with Passion and Clarity

Develop People and Self

Work as One Company

Focus on the Customer

2/3

2/3

2/3

2/3

2/3 2/3

2/3

2/3

2/3 2/3

2/3 2/3

3

3

3

LIMRA EXECUTIVE DEVELOPMENT COURSES

CTC-ConflicttoCollaboration(1Day)

CCA-CreatingaCultureofAchievement(1Day)

FS-FinancialStrategies(4Days)

LS-LeadershipStrategies(4Days)

MFI-MentoringforImpact(1Day)

SET-SeniorExecutiveTeams(1Day)

STM-StrategicTalentManagement(2Days)

TLC-TakingtheLeadershipChallenge(1Day)

PROSCI CHANGE MANAGEMENT COURSES

PCM - Prosci Change Management (One or Three Day Versions Available)

2

3

2/3

Tier 2 (Manager of Managers)

Tier 3 (Leaders Council+)

BothTier2&3






MANAGEMENT

“GREAT LEADERS ARE ALMOST ALWAYS GREAT SIMPLIFERS, WHO CAN CUT THROUGH ARGUMENT, DEBATE AND DOUBT,

TO OFFER A SOLUTION EVERYBODY CAN UNDERSTAND.” - COLIN POWELL



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EXECUTIVE DEVELOPMENT - COURSE DESCRIPTIONS

COURSE DESCRIPTION

Change Management

There are two classroom versions of this course based on your role in change: 1) This three day change management certification program utilizes Prosci’s research-based change management methodology, ADKAR® model, and change management toolkit. At the end of the program, participants are certified in Prosci’s change management methodology and are able to lead their organizations through both incremental and radical changes. 2) This one day change management sponsor program focuses on why active and visible sponsorship is the number one contributor to overall project success. Participants will learn how to strategically position a change management initiative.

Conflict toCollaboration

Adopt the mindset that brings out the best in others, even in adversity. Apply three-dimensional thinking to better understand others’ perspectives and present your ideas in a most compelling manner to better motivate and influence others. Explore strategies for promoting attitudes that establish the expectation of success, diminish resistance, and encourage compromise. Use an invaluable tool to discover the root causes of any personnel problems and lead teams to success. Practice techniques for addressing individual and team performance challenges without triggering negative emotional responses in this one day classroom session in this one day classroom session.

Creating a Culture of Achievement

Identify major performance inhibitors to employee engagement, initiative, and accountability. Focus on intuition, insight and effective communication tools to become a “success coach” for your team. Learn strategies to engage, enlist, and foster internal champions and turn them into solid stakeholders. Explore best practices that will create a self-sustaining culture of achievement for your organization in this one day classroom session.

Financial Strategies

Examine accounting and capital management, profitability and pricing metrics. Enhance your strategic decision making abilities by understanding how to interpret financial information and reports. Maximize your profits by interpreting financial data and developing appropriate operating metrics. Learn how to communicate more effectively with company executives and financial professionals by becoming fluent in the financial language of business in this four day classroom session.

Leadership Strategies

Explore personal influence, derailment, conflict management and decision making. Learn about trust, influence, and methods for giving and receiving feedback. Discover the impact of emotional intelligence on success or derailment. Create a personal development plan based on assessment results, feedback and coaching in this four day classroom session.

Mentoring for Impact

Learn how to assist mentees in their career development by providing constructive feedback that will have the most positive impact on performance. Recognize the importance of knowledge transfer and growth opportunities for talented individuals. Understand how to motivate mentees by appealing to their individual values. Discover how to retain mentees based on type-related career satisfiers. Develop effective strategies to delegate based on natural strengths and blind spots. Learn how to anticipate and overcome potential sources of miscommunication. Explore how to build, improve, and sustain long-term strategic relationships in this one day classroom session.

Senior Executive Teams

Clarify your leadership style and its impact on others in the executive team. Identify behaviors that build trust, as well as behaviors that impede effectiveness. Learn about interdependence at senior levels, and the need for a broader perspective. Gain insight to assess your own team and leverage individual styles for future success in this one day classroom session.

Strategic Talent Management

Learn about the relationship between employee value propositions and business strategies. Incorporate best practices in on-boarding and coaching into your talent management plan. Draft a talent management strategy that links to your strategic business objectives in this two day classroom session.

Taking the Leadership Challenge

Explore the values that are essential to leadership success. Enhance your leadership skills to become fully inclusive. Discover successful approaches to empower others and increase productivity. Learn creative and innovative strategies to increase your effectiveness in this one day classroom session.

“LEADERSHIP IS INFLUENCE.” - JOHN C. MAXWELL

“LEADERSHIP IS ABOUT THE TRANSFORMATION FROM ‘I’ TO ‘WE’.”

- BILL GEORGE




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The current 360˚ assessment has been revised to reflect the new leadership model.

• Surveyquestionsaredirectlyalignedwithcompetenciesandbehaviorsin

the leadership model

• PartnerwithyourleaderandHRAdvisortoinitiatethe360process

• Workoneononewithacertified360coachtoanalyzetheresultsanddevelop

an action plan to include targeted leadership development opportunities

ADDITIONAL TOOLS FOR SUCCESS

A training center will be utilized in the Windsor, CT ING U.S. office for classroom learning and development opportunities.

• Dedicatedtrainingspaceforleadershipanddevelopmenttraining

• Vendorpartnerstooffertrainingsessionsonsite

• ECmemberswillkickoffacourseeachquarter

• Providetheirinsightsandexperiencesonleadership

• Latesttechnologyutilizedtomaximizelearning

• Two60”LEDmonitorswithannotationcapability

• DigitalVideo/Audioconferencingcapability

• MicrosoftSurfacetabletsavailableforparticipantstouse

• Synchronizedpresentations

• Sharedscreensanddisplaycapability

This user friendly interview guide can be modified for any department or role.

• Questionsarebehavioralinnatureandlinkedtoournewleadershipcompetencies

• Interviewquestionscanbeselectedfromadropdownmenu

• Additionalquestionscanbecustomizedandinsertedintothetool

• Evaluationofcandidatescanbeeasilycalculated

• Fostersconsistencyintheinterviewprocessthroughouttheorganization

• LocatedonINGExchangeinthePeopleManagerToolkit

• Keywordsearch:Manager’sInterviewTools

LEADERSHIPDEVELOPMENT CENTER

CUSTOMIZED INTERVIEW GUIDE


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ContactyourHRAdvisorortheTalentandLeadershipDevelopmentteamat:Integratedtalentteam@us.ing.comformoreinformation.Wecancustomizecoursesforintactteamsandalsoofferavarietyofotherworkshops,classesandservicesbasedonrequest.

SAMPLE LIST OF ADDITIONAL SOLUTIONS

SERVICE DESCRIPTION

360 Coaching As part of the process of taking the 360 assessment, skilled coaches work with participants to review the results and facilitate action planning for developing targeted competencies.

Action Learning Groups

Action learning is an educational process whereby people work and learn together by tackling real issues and reflecting on their actions. Learners acquire knowledge through actions and practice, in addition to traditional instruction. As trained facilitators, Talent and Leadership Development Consultants lead the group discussion, set up any activities and capture ideas so that the manager doesn’t have to.

Focus Group Facilitation

Often having an independent, third-party conduct focus groups can help generate open, honest dialogue amongst team members. Talent and Leadership Development Consultants, trained in the skills of facilitation, can facilitate group discussions to uncover root causes and potential solutions to the challenges your team faces.

Strategic Planning Session Facilitation

Planning is critical for any business. The Talent and Leadership Development Consultants are expert facilitators and can help business units successfully develop and implement strategies for growth and solutions to business needs. This is done through discussion, simulation and experiential activities. Leaders leave the session with impactful strategic plans ready for execution.

Teambuilding Activities

Sessions can be delivered in person or virtually, depending on the nature of the teambuilding event. Each session is customized and tailored to the intended goal of the interaction.

SAMPLE LIST OF ADDITIONAL SOLUTIONS

COURSE DESCRIPTION

7 Habits of Highly Effective People

Based on the principles from Stephen R. Covey’s best-selling book of the same name, participants learn life-changing skills that will maximize their potential both personally and professionally. This two day workshop covers techniques to improve productivity and communication, strengthen relationships, increase influence and focus on critical priorities.

Crucial Conversations

Crucial Conversations occur when stakes are high, opinions vary, and emotions run strong. This two day workshop covers the tools participants need to step up to life’s most difficult and important conversations, say what’s on their mind, and achieve the positive resolution. Participants learn how to keep their cool and get the results they want when emotions flare.

Supporting All Employees’ Career Development (Managing a Diverse Workforce)

In this one day classroom session, managers learn how to recognize biases that may be getting in the way of giving all employees development opportunities that help them engage in continuous learning. Emphasis is placed on the importance of seeking out differences of opinion to solve business problems. Participants discuss what is considered negative treatment, how that impacts employee behavior, and how quality treatment can improve employee performance.

Leading Virtual Teams

This two hour virtual course describes what it means to be a “bionic” virtual leader with a team that communicates and collaborates effectively. Participants come away with tips, tricks and resources to help improve their skillset as a virtual leader at ING.

Manager ForumsThese 90 minute interactive classroom sessions vary in topic based on current needs of the organization. Managers get together to brainstorm real-life solutions to current situations impacting the business and its people.

MBTI (Myers-Briggs Personality Type Indicator)

Participants take a personality assessment which is then followed up by either an individual or group review. A report is generated that provides easy-to-read graphic descriptions of reported type, prefer-ences, and characteristics. A facilitator expands on the results for better understanding of individual differences and team dynamics. This session can be delivered virtually or in a classroom and the length of time will vary based on the areas of focus.

Negotiation SkillsThis three hour classroom session assists participants in understanding their comfort level in negotiation, the different phases of negotiation, tactics and strategies to use, and how to apply them in the real world at ING.

Presentations That Work

This two day course is designed to develop and/or refine presentations skills by focusing on eye contact, stance, gestures, Q&A, etc. Participants practice delivering various types of presentations and are videotaped in a classroom setting for enhancement of feedback.

Providing Post Interview Feedback

Posting for a position internally can be a very valuable experience for employees, or it can leave them with a negative impression of the company. Even when an internal candidate does not get the position they’ve applied for, the learning opportunity is great. This two hour virtual session will focus on how and when to provide feedback to internal candidates when they do not receive the position, so that the internal posting process is a very positive developmental experience.

Resume Writing This one hour interactive virtual session is intended to give employees the skills needed to plan, design and draft a resume.

Workflow Management

Managers are responsible for managing the flow of work into and out of their department, yet not many people have received formal training on this important skill. This one day classroom session is delivered to intact teams with the assistance of the managers’ manager. Participants learn the theory behind workflow management, the process and expectations of managing workflow from their leader and apply a formula for managing workflow to real-life scenarios.


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Leadership at ING“There are many important and well

understoodleadershipqualitiessuch

as setting a direction and providing

performance feedback. There are other

leadershipqualitieswhichfurther

differentiate successful leaders such as

continually developing one’s self and

developing each person on a team to

reach their full potential. ING’s Talent and

LeadershipDevelopmentservicescanhelp

ING leaders develop themselves, their

people, and create high-performing teams.

Allofthis,however,requiresanongoing

personal commitment to be the best leader

and to develop the best team.”

- KevinSilva,HeadofINGU.S.HumanResources


(2013)

leadership development solutions -...

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