Developing People Leadership for First Time Managers in a Global Fortune 500 Staffing and Workforce Solutions Company
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
Page Content
Client
Global Fortune 500 Staffing and Workforce Solutions company with annual revenue of $5.5 billion and employing close to 8000 employees worldwide. Project executed for Indian subsidiary across Bangalore, Pune and Delhi offices
Situation/Scope
Individual Contributors with high functional knowledge had grown to manage people in their new roles as Team Leads. Since, people leadership skills were low they were overburdening high performers and not proactively coaching average performers. As such, attrition at the individual contributor level was increasing. There was a need to:
- Put these first time managers through a comprehensive assessment program to identify their people leadership strengths and improvement areas
- Define and implement a robust Development Program targeted on improving these skills
SHRM Approach
- Developed leadership competency framework (jointly worked with internal key executives to identify key competencies and behavior indicators for various proficiency levels)
- Designed and implemented Development Center for 19 Team Leaders to identify their people leadership skill gap (basis the Competency Framework)
- Developed individual development profiles and applying the blended learning approach partnered with the participants to create Individual Development Plans (IDPs)
- Did a six-month follow-up on status of action against the IDPs and a year-end progress check along with the managers
Distinctive Impact
- Focused development plans for accelerated people skill development from current state to desired state
- Built internal capability on giving development feedback to sustain talent development process (manager was involved in the six month and year end feedback discussions on the IDP)
- Training calendar of 1 year time frame developed based on the development reports
- The desired skills inventory for team leaders identified (basis competency framework and the development center) to be used for future manpower planning and promotions
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in as a SHRM member.
Please purchase a SHRM membership before saving bookmarks.
SHRM HR JOBS
Hire the best HR talent or advance your own career.