Talent Development Overview

July 2015

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Introducing Lee Hecht Harrison

•Lee Hecht Harrison is the global talent development leader in connecting people to jobs and helping individuals improve performance with over 44 years of experience

•Over 350 offices in 64 countries

•Support more than 200,000 individuals annually across all levels, professions and industries

•LHH counts 34 Fortune 50, 73 Fortune 100 and 280 Fortune 500 companies our customers

•LHH Thailand has been operating since 1998 and served over 500 companies and many thousands of professionals.

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Global Footprint

North AmericaCanadaUSA

Central AmericaMexicoCosta RicaPuerto Rico

South AmericaArgentinaBrazilChileColombiaEcuadorPanamaPeruUruguayVenezuela

AfricaKenyaSouth AfricaTunisia

Asia PacificChinaHong KongIndiaIndonesiaJapanMalaysiaPhilippinesSouth KoreaSingaporeTaiwanThailandVietnam

Europe (Western)Austria NetherlandsBelgium NorwayDenmark PortugalFinland SpainFrance SwedenGermany SwitzerlandIreland UKItalyLuxembourg

AustraliaNew Zealand

Central and Eastern Europe (CEE) Bulgaria RomaniaCroatia RussiaCzech Republic SerbiaGreece Slovak RepublicHungary SloveniaIsrael TurkeyLithuania UkrainePoland UAE

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Lee Hecht Harrison is the global talent development leader in connecting people to jobs and helping individuals improve performance.

Overview of Lee Hecht Harrison

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LHH Hecht Harrison is a proven industry leader

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Kennedy Consulting Research & AdvisoryAssessment of Leadership Development Consulting Providers

Hay GroupDDILee Hecht Harrison

MercerDeloitte

Vanguard Consulting Practices

Kennedy Vanguard of Leadership Development Consulting Providers

“LHH has particular strengths in coaching, a strong competitive advantage in a market where the prevailing trend is to develop an enterprise-wide leadership culture.”

Source: Leadership Development Consulting Market; Kennedy Consulting & Research Advisory estimates

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Introducing Potentia

• Official partner for CPP USA, who is the expert of development assessment instruments especially MBTI®

• Official Distributor of the Myers-Briggs Type Indicator (MBTI®) in Thailand and Vietnam

• Focus on assessing and developing talent and potential using a first class range of instruments, training, and individual coaching.

Focused attention on all three ensures potential transforms to results.

capability. energy. mindset.

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Talent Development Process

Apollo

1. Executive Coaching 2. Coaching Conversation™3. Leaders at all Levels™4. MBTI® Applications

STEP 1

STEP 2

Pre-calibration(identify)

Post-calibration

Tailor-made solution

STEP 3

Apollo

Process

Tools &

programs

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Our Solutions1. Apollo Profile (Tool)

Best for general staff, middle management, and executive management to their work preferences, motivations, values, and areas to be developed

2. One-on-one Executive Coaching

Best for transitioned employees, successors, and leaders who seek to be more effective in their roles

3. Coaching Conversations™ (CC) Workshop  (2 days) – 10 -15 participants

Best for middle management to acquire coaching skills to increase their productivity, teamwork, leadership, and ability to make the business more profitable

4. Leaders at all Levels™ (LAL) Workshop (2-3 days) – 10 – 15 participants

Best for executives, mid-level managers, and top talent to acquire leadership skills in 10 different aspects

5. MBTI (The Myers-Briggs) Workshop  (1-2 day) – 10 -15 participants

Best for team building, conflict management, and interpersonal effectiveness for all level of professionals

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1. Apollo Profile (Tool)

Target Audience – General staff, middle management, executive management

Key Benefits

•Find out what kind of training each talent needs to develop their career that aligns with the company’s goal

•Find out what strengths and weaknesses they have and how to develop their strengths further and ease their weaknesses

•Used in a recruitment process to source the most suitable talent

Unique Value

•Inexpensive, user-friendly, accurate and easy to read reports

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Mo

re L

earn

ab

le

Necessary for Top Performance, but not sufficient to guarantee it

Work Styles and Motivation that

predict longer-term success

Competencies…What you can see & What you can’t see

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Grouping of the 34 Measured Factors

Organisational Alignment

Career Drives

Achievement

Ambition

Remuneration

Recognition

Independence

Leadership and Influence

Delegating

Coaching

Power

Persuasion

Decisive

Directive

Strategic Orientation

Innovation

Proactive

Analysing

Goal Setting

Relationship Base

People Orientation

Agreeable

Teamwork

Extraversion

Intimacy

Conflict Management Style

Assertive

Competitive

Collaboration

Compromising

Values

Altruism

Trust

Loyalty

Conforming

Modifiers

Workplace Management

Conscientious

Detail

Self Organisation

Coping

Stress Resilience

Sensitivity

Security

Responsibility

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• 250 Questions 2 Question Types:

– Likert Scale

– Ipsative

Likert Scale Ipsative

1 2 3 4 5 6 7

‘I am a people person’

Strongly Disagree Strongly Agree‘I Get Results’ ‘I Am A Fast Worker’

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Apollo – Questions Framework

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Five functional work levels

Executive Management

Management

Sales

Call Center

General Workforce

Level of reporting

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Overall Suitability Match

representing a score within a range associated with successful performance for that factor

representing a score outside the range normally associated with successful performance for that factor

representing a score significantly outside the range normally associated with successful performance…which should be verified and examined

GREEN

AMBER

RED

• Showing an individual’s score statistically compared to an international benchmark of excellence.

• The report provides a bar scale showing the red, green and amber ranges, and shows where an individual scores relative to an “ideal” model for each factor

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2. One-on-one Executive Coaching

Target Audience – high performers, high potentials, succession candidates and executives

Key Benefits

•Ensure the newly promoted or deployed executives assimilate successfully into new roles

•Enhance the performance and leadership of executives and high performers to increase business results over time

•Improve and ‘fix’ some challenges of executives

Unique Value

•3, 6, 9 or 12 months duration to drive sustainable behavior change

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LHH Results Based Coaching Model™

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Coaching Methodology: LHH’s Four-Phase Coaching Process

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Assessment Tools and Supporting Materials

Assessment ToolsAssessment Tools

• Multi Rater Assessment:

o Leadership Effectiveness Analysis 360

• Individual Assessments:

o MBTI

o Apollo

• Coaching agreements with measurable outcomes linked to organizational framework: values, leadership programs, business results

• Customized stakeholder interview process

• Measurable action plans

• Mid-point and final evaluations

Supporting MaterialsSupporting Materials

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Benefits of Executive Coaching

For Organizations…For Organizations…

• Helps build the business

• Increases revenue/profitability

• Builds innovative strategies

• Improves retention

• Enhances productivity

• Provides measurable return on investment

• Higher productivity & motivation

• Higher levels of work satisfaction

• A “seat at the table”

• Increased effectiveness

• Continuous learning

• Advancement/promotion

For Individuals…For Individuals…

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3. Coaching Conversations™ (CC)

Target Audience – middle management, team leaders, and supervisors

Key Benefits

•Acquire and develop coaching skills

•Increases the competence and confidence of managers to have effective conversation to their employees

•Support leadership initiatives of the company through the development of coaching culture

Unique Value

•Includes a group coaching circle call 30, 60, 90 days after the classroom session to assist the participants in using their coaching skills in daily conversations and follow up with progress of each participant

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Six Coaching Practices

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4. Leaders at all Levels™ (LAL)

Target Audience – executives, mid-level managers, high potentials leaders

Key Benefits

•Improve current levels of leadership performance

•Accelerate the development of top talent in your organization

•Develop a robust talent pool for succession

•Builds a culture of accountability, continuous learning and coaching for optimal performance

Unique Value

•Program components can be customized from our recommended modules

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Competencies for Leaders at all Levels

• Collaborative Leadership

• Building the Capability to Lead Change

• Coaching for Optimal Performance

• Communicating Intentionally

• Developing Leaders and Sustaining a Talent Mindset

• Innovating for Business Impact

• Learning in Action

• Leading Optimal Performing Teams • Leveraging Challenge and Conflict

• Reflecting and Dialogue • Thinking and Acting Strategically 

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5. MBTI (The Myers-Briggs Type Indicator)

Target Audience – All level of professionals

Key Benefits

•Tool for self-reflection – find out your inborn preferences

•Tool for self-understanding and how to interact with others through personality / attitude differences

•Find out your strengths and weaknesses, and preferred work tasks and environment

Unique Value

•Most widely used and reliable personality instrument in the world

•Available in Thai and English, individual, and group

•Have 12 Applications to train to match with your talent development

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•The MBTI® instrument indicates preferences on four pairs of opposites, called dichotomies:

The MBTI® Dichotomies

Extraversion E or I Introversion

Sensing S or N Intuition

Thinking T or F Feeling

Judging J or P Perceiving

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The Four Preference Pairs

Where you focus your attention

The way you take in information

The way you make decisions

How you deal with the outer world

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Extraversion (E) – Introversion (I)

Extraversion (E) :

— Get energy from the environment

— The outer world of people and things.

Introversion (I) :

— Get energy from within

— The inner world of thoughts and reflections.

Where you focus your attention

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Sensing (S) – Intuition (N)

How you take in information

Sensing (S):

Absorb information directly

Intuition (N) :

Use less direct perceptions

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Thinking (T) – Feeling (F)How you make decisions

Thinking (T):

Make decisions using logic

Feeling (F):

Make decisions considering people involved

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P

Starting to think about it

J

Tim

e

Deadline

Start

Finished

PlannedMilestonesand mini-deadlines

Finished !

Procrastination

Better start doingsomething

Oh shit !

Judging (J) – Perceiving (P)How you deal with the outer world?

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Judging (J) – Perceiving (P)How you deal with the outer world

Judging (J): Perceiving (P):

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16 Types

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Applications

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Measurement designed into the project from the beginning and evaluated at mid-point and end. The objectives of our programs are aligned with specific organizational objectives.

The Drivers of Business Results and Impact

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Our Value Proposition What differentiates LHH from other providers?

Global leader in the Talent Development business

Proven record of ROI increase for major global firms such as Fortune 100, fortune 500

Recognized as an industry standard across the globe

Certified executive master coaches

Coaching portal for 24/7 access to reports, tools, and exercises

Follow-up sessions after 1st, 2nd, 3rd months – by phone, Skype, or face-to-face

After participants complete the program, they will receive a certificate approved and issued by ICF as an ACTP from the U.S.

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Lee Hecht Harrison (Thailand)14th Floor One Pacific Place Unit 1401140 Sukhumvit Road, KlongtoeyBangkok 10110 Thailand+662 653 5040http://www.lhh.co.th

Mark LaothavornwongCommercial Director +6681 866 8294mark@lhh.co.th