Frontline Manager Development Centre Framework

Proposal

June 2012 Think Talent Services Pvt LtdSole India Licensee NEWS® Coaching

“Enabling endurance, robustness, sustainability for organizations”

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Contents

1 Our understanding of current state

2 Suggested approach

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Business Context

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XYZ Oncology wants to groom it’s front line managers through a rigorous and well defined assessment process to help people to enhance leadership effectiveness

1. Creation of new manager roles in Q4 2011 for Creating a leadership pipeline internallyEffective management of span of  controlProviding development opportunities to associates

2. All the associates are first time managers or have limited managerial experience in a non-XYZ environment

3. Key focus in 2012 on assessing their competency gaps as leaders and creation of focused Individual Development Plans (IDP) for them

4. There are 8 participants from 3 different line functions within Oncology.

Background

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Key Questions

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1 How to design an assessment process which is simple yet effective?

2 What are the leadership standard which would be relevant in oncology context for growth?

3 How do we create culture of assessment inside the organization?

4 How are we going to use the development center data facts for future utility?

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Our Approach

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Diagnosis

Development Center

Feedback

+

+

Phase 1

Phase 2Phase 3

Design

IDP Workshop

Phase 4: Optional

Review & Progress

check

Delivery

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Our Approach: Phase 1

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Diagnosis

Phone interviews to be done with Oncology Leadership Team to get Critical Inputs on

- Projected growth of Oncology business- Business Challenges- Expectation from First Level Supervisors

Development Center – Created using Critical Leadership Competencies based on XYZ Leadership Standard and Input from Diagnosis

One Day Development Workshop- Designed using Learning Style Indicators and Edgar Schien’s Career Anchor

Identification of competencies and design of tools is one time exercise. It would help us to create Assessment landscape. This design can be used for

similar Assessment Centers in the future.

Design of Development

Center

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Our Approach: Phase 2

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Program Delivery

Phase 2

Development Center• Two Assessors ( Ratio 1:4)• Multi tool• Multi Assessor

Interactive Workshop• One Day Workshop• Learning Style Indicators• Edgar Schien’s Career Anchor

Entire exercise would require three people - Two Assessors who will be engaged in the Assessment Center and one Facilitator who will anchor the

Interactive Workshop

IDP In put: Individual Reports capturing what I do/don’t do (specific behaviors)

IDP In put: Focus on who I am (Predispositions)

CASE PRESENTATION

(Case Study)CASE

DISCUSSION(Group Discussion)

PSYCHOMETRICINSTRUMENTS

SIMULATIONS(Business Game)

ROLE PLAYS(1 to 1)

1-day Development Center Design

Day 1: Participants are made to experience various exercises (tools) and are observed through these multiple tools by multiple assessors.

Each participant is given a detailed one toone developmental feedback by one of the assessors. The objective is to help the participant become aware of their strengths & focus areas with respect to the XYZ Oncology competencies. Feedback will be done post the career workshop on the phone.

INDIVIDUAL DEVELOPMENT

PLAN

DETAILED

REPORT

EFFECTIVE

FEEDBACK

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Sample Tool Matrix

Psychometric Role Play Group

ExerciseIn Tray

Customer Focus

People Management

Result Orientation

Change Management

Communication /Collaboration

Analytical Thinking

This is an illustrative tool matrix as brief and Leadership Standard provided by XYZ. However Leadership standards need to be converted into a competency

framework.

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Rating Scale used in DC4-Point Rating Scale

Level 1–Does not meet requirement

Level 2–Meetsrequirementwith Stretchi.e. manifestsome elementsof the competency

Level 3- MeetsRequirementi.e. Manifestmost/allelements ofthecompetency

Level 4-ExceedsRequirement

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Our Approach: Phase 3

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Feedback & Reporting

Phase 3 60-90 mins One-on-One individual phone

feedback session with participants will be done 1 week after the Assessment Center. The report from the Assessment Center will be used for creating the Final IDP using knowledge of predispositions understanding of the role and what I do/don’t do and need to do to be more effective

Phase 4 is optional and would be customized and co -created with clients to determine the engagement of Think Talent

Review & Progress

Check

Phase 4 Optional

Optional Periodic(once in two months) Review and Progress Check

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Program Benefits

Assessing Talent: Leader benefits those being assessed, their supervisors, and the company as a whole. These benefits include the following:

• In-depth assessment of strengths and development opportunities.

• Realistic preview of leadership challenges to ensure a good career match.

• Accurate assessment of individuals with the right skills and potential.

• Accelerated development.

About us

Think Talent Services Confidential

Repertoire of Intellectual property ranging from our own in-house developed frameworks to globally renowned models.

Continuous endeavor and ability to customize our solutions to meet our customers’ requirements.

Focus on Simplicity and practicality in all our solutions.

Co-creating solutions with the customer.

Team that comprises of practitioners from the industry with rich domain and leadership experience.

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Our Values

OUR VALUES DEFINITIONS SYMBOLS

Customer Centricity

Delivering value to our stakeholders following principles of co-creation and simplicity

Trust Generating and sustaining trust by being transparent in our actions, and fostering a culture of sharing and fairness

Solution Orientation

Providing exceptional service by being focused in our offerings and partnering in ideation as well as implementation of solutions

Sense of Community

Creating, nurturing and leveraging networks to make a positive and meaningful contribution for Think Talent community

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Solution Components

HR Capability Development

Leadership Development

Talent Management

Culture Transformation

Assessments

Individual & Group Coaching

Structures & Governance

People Policies & Practices

Culture &HR Audits

Customized Group Learning Intervention

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Some Think Talent Resources and Trusted Advisors

Think Talent Services Confidential

• Focuses on Leadership Behaviors • Supports in building leadership teams• Worked with large Indian

conglomerates and global MNCs as senior HR lead

Bimal Rath

• Certified SHL assessor with OD experience in global Healthcare & IT companies

• Expertise in creating leadership bench-strength in organizations

• A Leadership Development professional with expertise in facilitation and talent strategy

• Worked with Indian and global outfits in IT, ITES and Travel & Finance

Bhabani Mohanty

Vivek Tiwari

• About 20 years of experience as a life skills counselor with specialized in Organization Development and CEO/Senior Management Coaching.Shilpa

Limsay

Sanjay Chaturvedi

• Expertise in formulating HR Strategies and large scale Change Management

• Several years of cross border experience in line function roles

Sobby Kurian

• Learning and Development professional with over 15 years of experience in IT, Telecom & Banking

• Experienced facilitator and a Group Coach

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Think Talent Services is the Sole India Licensee for NEWS Coaching & Training

Our Website - www.thinktalentindia.com

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