BUSINESSES DRIVE PERFORMANCE UP WITH KORN FERRY

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1 BUSINESSES DRIVE PERFORMANCE UP WITH KORN FERRY

2 UP IT S WHERE EVERY BUSINESS WANTS TO GO. UP. It s the journey toward a stronger, more sophisticated workforce. It s where you ll develop your future leaders. It s how you need to think in order to take your business to the next level. And, it s where Korn Ferry has taken many of the world s highest performing enterprises. In this short collection of client successes, you ll discover some of the many ways Korn Ferry can help you realize the full potential of your people. From executive search to talent strategy, leadership development, rewards and outsourcing, see how our holistic approach helps CEOs and boards take their businesses where they want to go UP.

3 LEADERSHIP DEVELOPMENT LIFT LEADERS UP TO THE NEXT LEVEL When Bayer decided to launch Bayer Academy, an initiative to prepare its executives to take on even more prominent leadership roles, Bayer looked to Korn Ferry. Bayer utilized our Executive to Leader Institute (ELI) program for its holistic approach, involving solid assessment, development planning and coaching. Bayer selected a broad range of its top leaders to work with ELI at locations worldwide. ELI s global presence was one of the greatest assets to Bayer, as the organization wanted to deliver a streamlined approach to its leadership training, rather than having to work with multiple partners, each with varying approaches. The program proved to have a deep and substantial impact on Bayer s executives. Its leaders emerged from the intense program having experienced personal and professional growth. We were able to help these leaders translate a strong assessment and coaching into their organizational context. We are extremely happy with the program. It s meaningful. It s impactful. And it has purpose. Dr. Horst Uwe Groh Head of Corporate Human Resources, Bayer

4 BOARD SERVICES STRENGTHEN UP BOARD PERFORMANCE When a global resources company needed to strengthen its overall board performance, it sought our expertise. We conducted a thorough review of the organization s capability gaps among the current board members. Based on the assessment, we were able to pinpoint specific competencies to use when selecting new members. These recommendations have resulted in more targeted board member recruitment, as part of planned and ongoing strategic board renewal and the optimization of the board s performance. And on behalf of a FTSE 150 passenger transport company, we conducted a thorough board review, focusing on the role of the chairman, the overall competence of the board, and the board s interaction with management. Our review resulted in several positive results, including ongoing coaching of the first-time chairman, recruitment of one new board member, and a proactive focus on improving the board s understanding of strategic business issues.

5 ASSESSMENT & SUCCESSION HELP EMPLOYEES STEP UP TO LEADERSHIP ROLES When npower, a leading energy company in the United Kingdom, decided to develop its future leaders, it turned to us for assistance. We were able to guide npower with the help of data and insights to help with workforce planning and career mapping. With our help npower was able to easily identify its employees with the greatest potential, match employees skills and competencies to their ideal roles and to develop and train the employees to be future leaders within the organization. As a result of our partnership, npower was able to launch its bespoke developmental program, Perform, to help nurture its talent. Now, npower is able to move the most talented people through the organization and can successfully identify, assess and add others to the Perform program and its succession plans. The team helped us to objectively assess employees cognitive ability, individual style and motivation, to give us a fuller picture of their capabilities and personal preferences. Victoria Buckenham Senior Talent & Succession Lead RWE, npower

6 REWARDS & BENEFITS BUILD UP A COMPETITIVE REWARDS STRATEGY When one of the world s largest private employers, with 69 different businesses in 20 countries, came to us, its compensation challenges were extensive. We advised the organization, developing global compensation programs that enable them to attract the talent they need, while at the same time ensuring that overall compensation costs are aligned with market practices. Over the course of our 15-year partnership, we have successfully helped the organization: Develop a reward philosophy that aligns to their business strategy Create a common global language that allows them to compare jobs and pay across countries and functions Tailor local businesses rewards packages to the unique practices of local markets Compare their compensation and benefits to the competition in any country they need through benchmark reports

7 STRATEGY EXECUTION & ORGANIZATION DESIGN TAKE OPERATING STRUCTURE UP TO NEW HEIGHTS Two large regional airlines were merging to form the largest airline in their geography and second largest in the world by market cap. The organizations couldn t have been more different, from their geographic footprint to their value propositions to their aircraft fleets. After working for months with dozens of management consultants to craft strategies and operating structures, they couldn t come to an agreement on the way forward. That s when they turned to us. We were initially engaged to help select the new company leadership team. But we were able to do so much more. During our partnership, we helped the organization by working with key board members and senior executives to articulate a business strategy that was in line with manager rationale and to translate the strategy into an operating model and organization structure. We then developed a rewards strategy and designed a corporate culture that worked best for everyone. Most importantly, our team was able to help the organization soar forward, mobilizing the broader leadership group to execute the new strategy and make plans for its future.

8 DIVERSITY & INCLUSION RISE UP TO THE CHALLENGE OF LEADERSHIP DIVERSITY The Royal College of Surgeons (RCSI) had a high number of female students in the Gulf region, so it saw an opportunity to empower even more women to apply for executive leadership roles. RCSI decided to create a short, skills-based program to help women enhance their impact and give them the confidence to affect change in their professional lives and it knew it needed us to help make the program a success. One of our key objectives was to help the participants to analyze their strengths and to better understand their own individual leadership style, explained Dr. Mary Collins, Senior Executive Development Specialist at the Institute of Leadership. RCSI was already leveraging our assessments for several programs and decided to use the Dimensions personality questionnaire to meet its program objectives. The resource is often used in recruiting, but the insights it provides can be just as valuable for leadership development. The participants completed the questionnaire before joining the program. As a result, RCSI was able to use the results to shape the program content, highlighting the developmental needs for the group for custom-fit training. Following the enormous success of the program, RCSI ran a second program with the majority of the first group participants in attendance.

9 READY TO DRIVE UP PERFORMANCE WITH KORN FERRY? Speak with a Korn Ferry expert today to discuss your goals and learn more about our holistic suite of solutions. ABOUT KORN FERRY Korn Ferry is the preeminent global people and organizational advisory firm. We help leaders, organizations, and societies succeed by releasing the full power and potential of people. Our nearly 7,000 colleagues deliver services through our Executive Search, Hay Group, and Futurestep divisions. Visit kornferry.com for more information.