Pipeline Strategy

KEVIN LOUISELLE , PH.D.SR. VP AND PARTNER

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Leadership Matters!2

About MDA

Client Case Study – Leadership Essentials(these slides have been removed for the shared version)

Defining Leadership Expectations

Client Case Study – Culture(these slides have been removed for the shared version)

Integrating Talent Systems

Q & A

Agenda

Who We Are

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Founded in 1981 and built on the belief that Leadership Matters

Very first client is still an active client

U.S.-based withinternational reach

Headquartered inMinneapolis, Minnesota

Work with the majority of MN Fortune 500

Strategic Global AlliancesAsia Pacific

European Union

Diverse Client Base

• High growth organizations

• Companies implementing critical talent strategies

• Medium to Fortune 100

Defining and Leveraging Leadership Expectations

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Leadership Matters!5

Talent Outcomes

High Quality Hires

Quicker Time to Productivity

Stronger Current Performance

Leaders “Ready Now”

Minimal Turnover

Strategic Context

Industry / Market Dynamics

Mission, Vision, Values and Culture

Business / Competitive Drivers

Strategic Imperatives

Leadership

Context

Critical Roles & Transitions

Capacity & Capability Gaps

Key Talent Surplus & Scarcity

Business Outcomes

Stronger Organizational Performance

Competitive Differentiation

Profitable Growth

Tools Processes ConversationsTechnology

Enablers:

Talent Systems

Toward a Pipeline Strategy

Leadership

Pipeline Framew

ork

Development

Succession

Talent

AcquisitionOn-Boarding

Performance

Management

Leadership Pipeline Strategy

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Leadership Pipeline FrameworkWhat it isStatement of current and future leadership needs.

Translation of business strategy into day-to-day leadership behavior.

Roadmap to help leaders at different levels navigate critical leadership transitions.

Leadership Matters!7

Leading Others

Key Transition

Own work plan Planning for the team

Personal productivity Team productivity

Personal results Results through others

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Leading a Function

Key Transition

Operational discipline Operational excellence

“State-of-the-art” Competitive differentiation

Function mindset Business (multi-function) mindset

Integrated Talent Systems

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Two Year Integration Roadmap

Communication and Launch Strategy

Performance Management

New Leader Selection- Behavioral Interviewing

Leadership Talent Review

Tailored Leadership Development Programs

• Communication media and methods optimal for meeting stakeholder needs. (e.g., brochures, presentation decks, and other print materials)

• Ensure alignment and integration with the culture and other initiatives and priorities.

• MDA to provide consultation and content to support the organization and development of these materials

• Delivery of leadership pipeline framework presentation/orientation sessions

• Develop and launch tools and processes based on best in class performance management methodology.

• Help develop capabilities in ABC leaders in order to optimally drive continuous performance improvement and employee development.

• Develop and launch tools (e.g., behavioral interview questions and evaluation criteria tailored to the pipeline framework) and processes

• Hone capabilities of ABC leaders to consistently and effectively hire top talent.

• Develop and launch tools needed to effectively implement the talent review system at each leadership level.

• Examples include 9 Box Model, Potential/Readiness assessment tool, etc.

• Designed to accelerate the readiness of leaders in broadening their roles or preparing for emerging business challenges.

• This can be a modularized program designed to integrate learning modules, action learning, etc., to ensure strong return on investment.

• Investment ranges from tailored module development to full scale action learning program.

January 2014 December 2016

• Adopt MDA’s web-based performance management solution, incorporating the newly defined leadership expectations into the performance evaluation forms and other processes.

• Build upon existing selection assessment tools (i.e. Hogan)

• Create more comprehensive approach, including cognitive ability, pipeline specific work simulations

• Use for key hire/promotion

Comprehensive Selection Assessment

A3 Performance Accelerator Executive Coaching

• An individual approach to strengthen leadership effectiveness and accelerate readiness for broader role

• Development Support• Targeted Skills Coaching• LeaderBuilder Coaching• High Performance Coaching

Finalize the Leadership Essentials Model (Validate 4 levels of leadership)

Integrate into core processes

OLR

• Embedded into OLR process

Performance Management

• Integrated into year- end process

• Manager Toolkits

• Communications

• Web-based training modules

Leadership Development

• Top leadership 360 & Culture Assessment

• 360 for next levels down

• Development Planner

Talent Acquisition

• Assessment for selection and promotion to critical leadership roles

• BEI questions aligned to new behaviors

Rewards

• Link performance and rewards

Communication Campaign

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Integration of LEs with Core Processes

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Leadership Matters!12

Q and A

With great leadership, anything is possible!™

150 South 5th Street, Suite 3300Minneapolis, MN 55402

Phone: 612-332-8182www.mdaleadership.com