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Defining Leadership

How does your company define leadership?

The size and complexity of Citi prevents us from subscribing to a single leadership

definition. Instead, Citi focuses on creating leaders with a broad set of skills which

can be applied to different roles and challenges. We measure our leaders against a

broad set of core competencies that focus not only on “hard” skills but also a set of

values and behaviors which flow out of our “Shared Responsibilities” to our clients,

our franchise and each other.

Leadership Programs and Training

What are the programs called?

• Global Consumer Group Management Associate program (GCGMA)

• Citi Cards Management Associate program (CCMA)

• Risk Management Associate (RMA) Program

• Finance Management Associate (FMA) Program

Citi

399 Park Avenue

New York, NY 10043

Phone: 800-285-3000

www.citigroup.com

Locations

In over 100 countries: Africa, Asia-

Pacific, Central America &

Caribbean, Europe, Middle East,

North America and South America.

Leadership Program Contact

Melanie StaveSenior Vice President388 Greenwich Street, 18th FloorNew York, NY 10013Phone: (212) 816-0392E-mail: [email protected]

Diane ShultsManager1 Court Square, 9th FloorLong Island City, NY 11120Phone: (718) 248-4033E-mail: [email protected]

© 2008 Vault.com Inc.120 C A R E E RL I B R A R Y

What is the duration of the programs?

• GCGMA: Two years

• CCMA: 2 years (four six-month rotations)

• RMA: 18 months (three six-month rotations)

• FMA: 18 months (three six-month rotations)

Please describe the programs.

• GCGMA: This program is designed to attract high potential individuals with

superior leadership skills into a two-year cross-business, cross-functional general

management development program. The program gives the Management

Associates (MA’s) a holistic view of the consumer businesses within Citi. The

rotational assignments are designed to provide exposure to how we conduct

business on a daily basis as well as structural and cultural challenges that face

Global Consumer Group leaders globally. The program is comprised of four six-

month rotations in at least three Global Consumer Group business units (Global

Consumer Group, Citi Cards, North American Operations & Technology,

Commercial Business Group, Student Loan Corporation, etc.). Rotations will

focus on four functional areas of credit/risk, finance, sales/marketing, and

operations. There is an opportunity to complete a six-month overseas rotation after

the first year. There is exposure and interaction with senior management on a

regular basis and an executive mentor will be assigned to enhance the development

process. There is a senior management sponsored team project between the first

and second years on the program.

• CCMA: The Citi Cards MA program is for exceptional MBA students with an

expertise in marketing, analytics and/or general management whose primary

interest is to build in-depth understanding of and experience the credit cards

business. The program consists of three eight-month rotations within various Citi

Cards businesses, providing robust and challenging cross-functional development

assignments to build leadership skills and general management breadth. The first

two rotations are analytical (Risk Management, Decision Management, Finance, or

Strategy) and marketing. The third rotation is an elective rotation where the MA

has the option to complete another marketing or analytic rotation, or can choose a

rotation in the Center of Excellence (Human Resources, Legal, Chief of Staff,

Chief Administrative Officer, Operations, or Technology). Rotations are primarily

based in North America and all MA’s are encouraged to rotate through at least two

different geographic sites to gain the most development and exposure during the

program. There may also be select opportunities in the International Cards

business, based on business needs. There is also classroom training, on-the-job

Vault Guide to Management and Leadership Development Programs

Citi

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learning and individual development resources. MA’s gain a broad exposure to

leaders at all levers of the organization and are provided feedback throughout each

rotation.

• RMA: Risk Management is an independent organization within Citi that partners

with each of its major businesses, globally. Risk Management plays a critical role

in developing and implementing business strategies that help Citi grow

responsibly. Citi’s profitability could be affected by a number of global and local

economic factors such as liquidity of the global financial markets, the level and

volatility of interest rates, equity prices, investor sentiment, inflation or the

availability and cost of credit. Risk Management’s independent judgment allows it

to take these factors into consideration and make important risk decisions for the

organization.

The goal of the Risk Management Associate (RMA) Program is to develop global

risk managers who bring their varied experience and knowledge into every

transaction to help influence the overall strategy of the business.

- It is a two-year developmental program providing accelerated learning with the

opportunity for each associate to shape his or her career. Rotations are designed

to expose the associate to Citi’s different businesses; Alternative Investments,

Commercial Markets Group, Corporate Center, Markets and Banking, Global

Consumer Group and Global Wealth Management

- The program provides four, diverse, six-month rotational assignments, one of

which may be overseas; dependant upon factors including but not limited to the

associate’s work performance and business needs.

- The program begins in August with one month of classroom training in New

York City with the first rotation starting in September.

• FMA: The Financial Management Associates Program (FMA) provides Financial

Management Associates with the challenge of diverse rotational assignments in

various finance areas across all Citi sectors. Financial Management Associates

have the opportunity to work closely with senior-level finance managers in key

areas including strategy, business development, planning and analysis, treasury,

accounting and financial reporting/control. The program consists of three six-

month rotations with an optional international rotation, which broadens the

Financial Management Associates’ global perspective both professionally and

personally. Financial Management Associates can choose the location where they

want to be based, including New York City, EMEA, Asia, Latin America and

Japan.



Citi

Several key elements of the FMA program include:

- Access—Start at the top. FMAs can gain direct access to Citi’s senior financial

officers and management team while working with carefully selected managers

who know how to maximize their potential and develop their careers. Learn

about global finance from the people who shape it everyday.

- Global Reach—Build an endless network. FMAs can select their region from

five major global regions. Additionally, FMAs can be exposed to varied global

perspectives and businesses by spending one of their three rotations on an

international assignment outside their regional hub. Much like the business

school experience, FMAs develop close ties within the FMA community at Citi

and strengthen these relationships throughout their career.

- Leadership—As part of a leadership development program, FMAs are viewed

as the future finance leaders of Citi. FMAs are encouraged to develop their

management skills during their three rotations.

- Responsibility—Contribute from day one. Part of Citi’s growth strategy

depends on the entrepreneurial spirit of our employees. As a full-time member

of the team, FMAs can apply their leadership skills in a customized curriculum

to accelerate their learning and professional development.

- Empowerment—Be part of the action. FMAs are typically challenged right

away to be intricately involved in the fast-paced analytical and dynamic

financial environment of a world-class corporation.

From the start, FMAs will be paired up with a senior mentor who will guide,

support and mentor them throughout the program. These are professionals who

have volunteered their time to mentor FMAs, therefore have a strong commitment

to the program and the future leaders of Citi.

The program unique is the cross-business exposure that the Management

Associates experience. Where else could one spend six months in a corporate

strategy role assessing Citi’s next acquisition, spend six months planning for Citi’s

biggest business, the Global Consumer Group, and then learn how money is moved

at Citi by spending six months in a Treasury function?

Describe how your program(s) differ at different levels of leadership.

For the GCGMA and CCMA: Upon entering the program, an individual is a

Management Associate. During this time, the individual is in the learning stage and

may not necessarily have a leadership role during the rotations. After completing all

rotations, the individual will gain a breadth of experience regarding the business and

will become a Vice President upon graduation. At that time, the individual will begin


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to manage other personnel and through time will become a next leader of his or her

business.

What are the goals of the programs?

GCGMA and CCMA: The main goal of the program is to provide an individual with

the breadth of experience to become a next generation’s leader of their business and

in Citi.

RMA: It is anticipated that successful Associates will move into positions in one of

Citi’s Global Risk Management businesses post-program. Associates are encouraged

to identify their preferred risk management area of focus.

FMA: After learning and contributing to the business during the program, many

Financial Management Associates take Vice President-level finance positions that

ultimately lead to important leadership roles inside Citi sectors. The FMA program is

a great launching point for a successful career path in finance.

Qualifications of the candidate:

• GCGMA: MBA students with a concentration in finance, strategy, marketing, or

general management is preferred.

- Four to six years progressive work experience, results driven, ability to execute

and get things done, foster relationships and promote collaboration, ability to

influence others and lead others, excellent communicator, adaptable and

comfortable with ambiguity, disciplined decision maker, big picture thinker,

exhibits mature confidence, willingness to move every six months.

- Full-time position for current second year MBA students.

• CCMA: MBA students with a concentration in marketing, general management, or

an analytic focus.

- CCMA: Three to years relevant work experience, demonstrated leadership

potential, respect for diversity of thought and experiences, intellectual

curiosity, sound judgment, teamwork, ability to influence in a matrix

organization.

- Full-time position for current second year MBA students.

• RMA: Currently pursuing an MBA with a concentration in finance or

economics—course work in corporate finance, capital markets and financial

statement analysis

- Three to five years of significant, relevant work experience

- Strong analytical, quantitative, problem-solving skills



Citi

- Flexibility and adaptability to changing business directions

- Willingness to take initiative

- Strong communication, leadership and interpersonal skills

- Professional and personal maturity

- Self-motivated, willingness to learn while keeping an open mind

- Willingness to cross borders, businesses, ideas and cultures

• FMA: The Financial Management Associate Program values individuals who are

committed to excellence in whatever they do, who have a sense of urgency and

excitement, and who thrive in an environment of change and competition.

- MBA with a concentration in accounting, finance, or economics

- Three to five years of significant, related work experience

- Eagerness for a broad and increasingly demanding career in financial

management

- Interest in opportunities for international assignments and new business

challenges at regular intervals

- Willingness to take initiative and offer creative solutions, to take risks and

build businesses

- Strong communication and presentation skills

- Skill at building and maintaining relationships

- Ability to speak several languages (not mandatory)

Do the programs have a special recruiting relationship with particularuniversities/colleges/grad programs?

For the upcoming recruiting season:

• GCGMA had a relationship with the following universities: Chicago GSB,

Columbia Business School, Duke Fuqua School of Business, Georgetown

McDonough School of Business, Harvard Business School, Kellogg School of

Management, NYU Stern School of Business, University of Michigan Ross School

of Business, the Wharton School, UCLA Anderson School of Management,

London School of Business, IESE Business School and ESADE.

• CCMA had a relationship with the following universities: Chicago GSB, Columbia

Business School, Johnson School at Cornell University, Carnegie Mellon Tepper

School of Business, Duke Fuqua School of Business, Emory Goizueta Business

School, Georgetown McDonough School of Business, Harvard Business School,

Indiana Kelley School of Business, Kellogg School of Management, Maryland

Robert H. Smith School of Business, University of Michigan Ross School of

Business, NYU Stern School of Business, UT Austin McCombs School of


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Business, Vanderbilt Owen Graduate School of Management, the Wharton School,

Yale School of Management.

• RMA: Duke and UNC and conferences (NBMBAA, NSHMBA).

• FMA: Chicago GSB, Columbia, Cornell, Duke, Georgetown, Michigan, NYU,

Rochester, Tuck, Duke and conferences (NSHMBA, NBMBAA, DISCO).

How many people are accepted into the program annually?

Graduates:

GCGMA: 15

CCMA: 50

RMA: 10

FMA: 10-20

Others:

RMA: Internal Promotion Process

FMA: the program also has an internal promotion process, where existing employees

with appropriate credentials can apply.

How do you identify leadership qualities?

Leadership qualities are identified through comprehensive interviews conducted on

campus.

What percentage of your program participants are hired full-time?

75 percent of summer associates accept the full time position as FMA.

Please explain how you incorporate other leadership training anddevelopment programs and resources into your career management plan.

Currently, Citi offers new managers and mid-level managers a variety of courses

around the globe which help managers learn the expectations of leaders at Citi and

develop a variety of skills which include but are not limited to: performance

management, communication, influence, manager/peer relationships, motivation and

delivering positive results in challenging and changing business environments.

Within the executive population, Citi’s executive development initiatives foster a

global cross-business community of best-in-class leaders who build and reinforce a

culture of performance, productivity, meritocracy, integrity, transparency and

teamwork. Executive development initiatives support the execution of Citi’s business

strategy through highly focused forums, programs and one-on-one executive

coaching engagements designed to promote capability development, culture and

alignment with the company’s top priorities.



Citi

Examples of core programs include:

Leadership 1: This program, for first time supervisors/managers with at least 12

months in a management position, creates a solid foundation for understanding and

answering the challenges facing a new manager, and builds strong leadership skills

and behaviors at a formative stage in any leadership career. The program focuses on

critical skills for new managers by addressing the following issues in group

discussions, role-practices and small group exercises: recruitment and selection,

diversity awareness, goal setting and motivation, addressing problem performance,

performance appraisals, coaching, managing change and leading with development

plans.

Leadership 2: This program, for supervisors/managers with at least 24 months in a

management position, focuses on critical skills for midlevel managers by addressing

the following issues in group discussions, role-practices and small group exercises:

situational leadership, coaching for performance, diversity behaviors, collaborative

peer relationships and effective strategy for “managing up.”

Business Leadership Program (BLP): A highly interactive four-day program

designed for Citi’s highest potential executive talent, one to two levels below the Citi

Management Committee. The BLP focuses on creating alignment and ownership

around Citigroup’s top priorities, strategy and management philosophy while

building culture, sharpening leadership skills and forming a new network.

Chairman’s Executive Forum (CEF): This three to four day experience is Citigroup’s

flagship executive development program. While the program components are similar

to those at the BLP, the tenor of the dialogue reflects the greater seniority of the

group. The experience is designed to create alignment and ownership around

Citigroup’s top priorities, strategy and management philosophy while building

culture, sharpening leadership skills and forming a new network.

Who are some notable alumni that have come out of your company’sleadership training/program(s)?

Many of Citi’s management committee members and business heads have attended

our top executive development program, the Chairman’s Executive Forum (CEF)

including:

• Stephen Bird, CEO, Global Consumer Asia Pacific (CEF, 2001)

• Steven Freiberg, Chairman and CEO, GCG - North America (CEF, 2001)

• Manuel Medina Mora, Chairman & CEO, Latin America & Mexico (CEF, 2005)

• Robert Morse, CEO CMB Asia Pacific (CEF, 2002)

Note: bios available on www.citigroup.com


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Going Forward: Plans for Leadership Expansion

Does your firm have any plans for future leadership development programs,either formal or informal?

Citi plans to roll out a more formalized leadership development pipeline tied to a

broader talent strategy for the organization. This formal structure would enhance the

offering and availability of leadership development programs at various levels within

the organization from new managers all the way through senior managers and

executives.


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