American Electric Power

Transcription

1 1 Riverside Plaza Columbus, OH Phone: (614) Fax: (614) Locations Columbus, OH Leadership Program Contact Michael Evarts Manager Development Solutions 1 Riverside Plaza Columbus, OH Phone: (614) Fax: (614) mwevarts@aep.com Leadership Programs and Training We have three major programs offered to AEP employees: AEP Leadership Program, AEP The Ohio State University Strategic Leadership Program, Leadership Grid Seminar. AEP Leadership Program. Two-week program. The AEP Leadership program has been designed to help supervisors succeed in their new and changing role. This program is the model for the development of our future new leaders. It is a two-part program. Session I focuses on the role shift from individual contributor to leader and provides models, concepts, and tools/techniques that are foundational at all levels of leadership. Session II concentrates on the application of those models, tools and techniques. All content is designed to create value by preparing AEP leaders to progress quickly and successfully into the daily performance of leading individuals or teams. Target audience: First line supervisors, new supervisors, step up supervisors and new managers. career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 39

2 Accelerate the transition into a leadership role Reinforce the basis for aligning corporate-organizational department goals with employee s key goals Establish the value of partnering with others Link organizational financial decisions to daily operations Build personal commitment to the growth and development of others Establish human resources as a partner in the daily operational issues of leadership Program Outcomes: Behaviors that connect operational and relationship skills to high performance Retention and identification of key personnel through timely and objective driven performance conversations Workplace culture that supports corporate and organization strategies and goals Controlling costs while maintaining productivity Improved partnership with human resources in providing answers and solutions to employee questions and concerns AEP The Ohio State University Strategic Leadership Program. Nine days plus a team project. The purpose of the AEP/OSU Leadership Program is to promote the shift from a tactical emphasis of managing the day-to-day tasks to an emphasis on long-range, strategic thinking. The program was designed after a discussion with business unit representatives about their organization s leadership needs. It is based on a clearly defined competency model that emphasizes strategic behavior. The program has been customized to meet the evolving needs of AEP. It consists of three three-day sessions, with a two-week break between classes. During the break periods there are work assignments, including work on a team project. Class sessions are led by OSU- Fisher College faculty, assisted by AEP personnel. Target audience: managers, senior managers and directors who are recognized for long-term or upward potential. 40 LIBRARY 2008 Vault.com Inc.

3 Key Objectives Orientation Session 1. Understand the program goals and objectives. 2. Receive information and instructions regarding an online business simulation. 3. Develop team charter. 4. Share broad overview of Team Charter with class. 5. Develop an awareness of individual behavioral tendencies through the DiSC profile and develop strategies for working together on the team project. Session I Maximizing Results Value Creation as Leaders 1. Gain an understanding of risk assessment, risk management and asset management. 2. Understand the relationship between risk management and value creation. 3. Understand how to formulate a strategy to maximize shareholder return. 4. Prepare for functional decision-making responsibilities through the Fisher Tycoon simulation. 5. Understand AEP s: a. Risk profile preferences b. Cost of capital and capital budgeting practices. c. Portfolio of investments. Session II Leading Forward Strategy and the role of leaders Objectives: 1. Learn how strategy drives value creation. 2. Understand leadership s role in inspiring a shared vision, mission and values. 3. Evaluate how to gain organizational alignment behind strategy 4. Learn how to prepare for and drive organizational change. 5. Gain understanding of AEPs: a. Strategic direction and priorities. b. Culture and Core leadership expectations. Session III Fostering Teamwork and Bringing Out the Best The pivotal leadership skill of talent management 1. Construct meaningful personal leadership development plans for each participant based on their feedback from the Leadership Practices Inventory. 2. Understand how intangibles like talent and intellectual capital are directly related to the successful execution of strategy and value creation. career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 41

4 3. Learn how to improve team effectiveness within organizations 4. Examine best practices in the area of talent management. 5. Learn from AEP executives how AEP focuses on performance management and leadership planning and development. 6. Present results of team project. The Leadership Grid Seminar. Four days. The Leadership Grid Seminar enables AEP leaders to manage and lead more effectively, deal with ongoing organizational change, create more effective teams and to help build more effective organizations and bring about cultural change. Target audience: All AEP leaders, supervisor and above Deepening Personal Awareness Use the grid framework to define sound and unsound behavior. Develop an objective understanding of how your behavior impacts others. Generate personal commitment based on genuine consensus. Use critique to inspire involvement, creativity, and commitment to producing synergy Implementing Change Overcome the doubt and fear associated with change. Define a strategy for personal change. Create norms that motivate and inspire excellence. Use critique to achieve continuous improvement and measurement. 42 LIBRARY 2008 Vault.com Inc.

5 Managing Conflict Approach conflict as a positive source of productive energy. Use candor to strengthen the quality of conflict resolution. Shift focus of conflict resolution from who s right to what s right. Use critique to build sound relationships based on mutual trust and respect. Creating Vision Build a foundation of values to support vision. Use vision to strengthen personal and team commitment. Align personal vision with team and organization visions. Use critique to maintain a clear and meaningful vision. How do you identify leadership qualities? Success profiles are developed for leadership positions. In addition, we have leadership expectations that have been identified by executive management that apply to all leaders and employees at AEP. These are: Lead Forward, Maximize Results, Foster, Teamwork and Bring Out the Best Going Forward: Plans for Leadership Expansion Does your firm have any plans for future leadership development programs, either formal or informal? We will continue to offer the leadership programs described above. Additional Information AEP has a Leadership Talent Planning Program, which focuses on two key approaches: Replacement planning: This is a process in which potential replacement candidates are identified from across the company for a specific position. The focus is on ensuring that positions have potential successors available when they might be needed. Typically, a leader or leadership team makes an initial readiness assessment (e.g., ready now, one to three years, etc.) of the various candidates. A development plan is then created by the potential replacement candidates to close any gaps identified. AEP-wide targeted development: This is a process to identify individuals who have the aspiration and potential for top performance in higher leadership positions across the business. Each year a small group of employees is selected based on consistent criteria to participate in accelerated development. Participants will receive more in-depth assessment and participate in assignments that offer greater learning and visibility. Participation in the process is fluid in other words we expect to employees to move in and out of the process. career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 43