the future is here: identify and develop next generation leaders
TRANSCRIPT
The Future is Here: Identify and Develop Next Generation Leaders
Vibha Jain MillerVP, Human ResourcesWETA703‐998‐[email protected]
Carol SorberDir, Professional DevelopmentPBS703‐739‐[email protected]
1. Take away key identifiers for your high‐potential employees
2. Learn ways to keep employees interested and engaged in your work and mission
3. Identify cultural changes that will help you develop your talent pipeline
Objectives
Who are your NextGen Leaders?
aka “Rising Stars”
or“High Potential Talent”
Identifying Characteristics
Aspiration
Engagement
Ability
Ability
Identifying Characteristics
• Mental/Cognitive Agility• Emotional Intelligence• Technical/Functional Skills• Interpersonal Skills
Identifying Characteristics
Engagement
• Emotional Commitment• Rational Commitment
• Discretionary Effort• Intent to Stay
Identifying Characteristics
Aspiration
• Prestige and Recognition• Advancement and Influence• Financial Rewards• Work‐life Balance• Overall Job Enjoyment
Aspiration
EngagementAbility
Identify Stars (and Near Stars)
Engaged Dreamer (lack ability)
Unengaged Stars(lack engagement)
Misaligned Stars (lack aspiration)
What’s in it for the Organization?
What’s in it for the Employee?
Discussion
• They are your most valuable employees*– Higher performance levels– Better chance of success at the next level– More likely to leave the organization
• Some within next 12 months
• Building leadership pipeline• Positions organization for success
*According to 2012 Study by the Corporate Executive Board, Leadership Council for Midsized Companies
What’s in it for the Organization?
• Interesting and challenging assignments• More training and support• Possible advancement and financial rewards
What’s in it for the Employee?
• Talk with managers/supervisors about who …– Has the requisite KSAs to do their job well?– Gathers all available info before drawing conclusions?– Absorbs and incorporates complex concepts into their work? – Logically pieces together a solution to a problem?– Anticipates needs and thinks about next steps?– Recognizes their own and others’ emotions and uses this
understanding to guide their thinking and behavior?– Remains calm under pressure?– Communicates and interacts effectively with others?– Effectively manages difficult employees and inspires others?
How to Identify Stars
Engagement • Does she believe that the best way to advance in her career is to stay with the organization?
• Does the organization have a great deal of personal meaning for her?
• Does she speak highly of the organization to others?
• Does she frequently help others who have heavy workloads?
• Is she proud to work for the org?
Talk to the Stars about …
Aspiration – Is it important to him to …• Rise to a senior management position?• Receive additional promotions in his career?• Be recognized as an expert in his field inside and outside of the organization?
• Receive greater amounts of responsibility during his career?
• Receive large increases in financial compensation during his career?
Talk to the Stars about …
Once you’ve identified your Stars, how do you keep them interested and engaged in
your work and mission?
Discussion
• Tell them the org wants to invest in their future• Ask them to commit their future to the org• Structure challenging job experiences• Work to understand their motivations• Provide encouragement and support with:
– Professional development– Regular career guidance conversations– Access to peer and mentor networks– Managers that are dedicated to their development
Keep Stars Interested & Engaged
• Provide clear expectations and feedback of– Performance (what they do)– Behaviors (how they do it)
• Reward for both the results and the methods used to achieve the results
• Provide coaching to decrease the risk of derailment• Reinforce the organization’s values and reward employees who demonstrate the values of the organization's culture
Keep Stars Interested & Engaged
What cultural changes
will help you develop your talent
pipeline?
Discussion
• Ensure the organization’s commitment to talent development– Enlist senior executives and managers
• Co‐create and regularly review individual development plans
• Remove barriers to advancement – Repurpose employee roadblocks
• Accelerate people management roles for Stars
Develop the Stars
• Personal SWOT Analysis– Strengths, Weaknesses, Opportunities, Threats
• Goals– Personal and Professional– 1 year, 3 years, 5 years, 10 years– Plan for Achievement
• Necessary Resources/Support• Barriers• Measurement of Success• Progress Review
• Google “individual development plan” for examples
Individual Development Plans
How are you positioning your station to make it attractive
to talent? What’s your employee value proposition?
Discussion
What is it about your mission, station, geography that appeals to
potential employees?
Discussion
Wrap‐Up
• Where can you find more resources?– Google “develop high potential employees” (over 8 million hits)
• Do you want to continue this conversation in regular webinars/conference calls?
• Don’t forget to sign the sign‐in sheet!
The Future is Here: Identify and Develop Next Generation Leaders
Vibha Jain MillerVP, Human ResourcesWETA703‐998‐[email protected]
Carol SorberDir, Professional DevelopmentPBS703‐739‐[email protected]