Using Experience Maps to Accelerate Development

Transcription

1 Using Experience Maps to Accelerate Development All materials are the property of The Talent Strategy Group and may not be distributed without express permission This material is proprietary and exclusively for use by The Talent Strategy Group, LLC and its clients. Any other use is

2 What s the Problem? Growing leaders takes a long time We need to accelerate it Career development is essential to engage and retain employees, but they see it as a black box We need to better explain it Experiences matter to development Which ones matter the most? 1

3 We know how we develop 70% of learning occurs through experiences (projects, jobs, etc.) 20% of learning occurs through others (feedback, observation, etc.) 10% of learning occurs through formal education So is this the balance of development efforts at your company? Are experiences the language of development? 2

4 Experiences vs. Competency/Skills Skills/Competencies are the infrastructure Experiences are the user interface The essen'al wiring of success Designed with technical precision Best understood by the experts who created it Quick and easy to understand Can be put to use with li?le effort Designed for a high quality user experience Each is cri>cal but serves a separate purpose 3 3

5 Experience, under different challenges Deep Experience X Broad Experience = Career Growth FUNCTION GEOGRAPHY MANAGEMENT LIFE-CYCLE THE BEST EXPERIENCES CONTAIN 2 OR 3 EXPERIENCES 4 4

6 Sample General Manager Experience Map $20B manufacturing company Building Blocks only Managing Strategy Operations Management Financial! Management Talent! Management Define a GTM strategy for a global prime customer Execute a restructuring plan, execute the communication plan, monitor, track progress of the change Identify prime customers in new geographic territory Develop plan to commercialize new product/ service offering Integrate an acquired company of similar size Develop business plan for operations (strategy, roadmap and measurement) Start up in a new country or location set up production Lead at least one ISO9000 or Six Sigma project at a $100MM revenue site Deliver market share growth above competitors while maintaining margins Manage in both Developing Growth and Market Growth countries Run a P&L through multiple/ different business cycles Meet a challenging margin improvement goal Divest a business or significant portion of a business Lead a major cost reduction strategy that meets goals within timeframe Build the business case for a significant capital investment Create a compelling vision for area of responsibility Lead a major change within the organization and mobilized the organization to embrace the change Create and execute on robust succession and development plans for talent within area of responsibility Meaningfully increase engagement or maintain engagement at superior levels 5

7 Sample Marketing Experience Map $15B cosmetics company Building Blocks only Product Marketing Product Positioning Advertising Campaign Management Functional Building Blocks (acquire at Manager and Director level) Conceptualize a product brand Integrate the marketing disciplines in support of a product brand Understand the cycle of bringing a new product to market Utilize market intelligence and consumer insights to enhance product Understand the regional market variations in product appeal (Continued... ) Activate corporate brand positioning in local markets Market in the branch channel Effectively create a compelling buying experience through merchandising in the branch Achieve units, sales and margins targets through volume, spending and pricing tactics (Continued... ) Develop a creative concept for a product Write the copy for a new product for advertising and other collateral material Execute ad buys in local markets Negotiate with print, online and television buyers (Continued... ) Create a complete campaign management plan Engage an advertising agency and supervise their work Understand the interplay between social and traditional marketing tactics in achieving objectives Analyze impact of advertising on sales or awareness (Continued... ) 6

8 Sample Human Resources Experience Map Executive Experiences Lead Function or Multiple Functions Proving Experiences (get at Director and VP level) Lifecycle Execute successfully in different phases of corporate lifecycle Management Manage a sub-function, strategic project or portfolio Geographic Work in multiple geographic locations Talent Management Talent Acquisition Compensation Business Partner Core Experiences (get at Manager and Director level) Design and implement performance management process Design talent review and succession planning processes Facilitate talent review session at senior levels Conduct an executive assessment using personality or cognitive tools Create executive development plans Provide executive feedback and coaching Create and manage an engagement survey process Partner with major executive search firm on an executive assignment Create and implement an undergraduate recruiting program Create and implement a MBA recruiting program Design an employment brand and integrate into the hiring process Conduct analysis of hiring effectiveness Lead the design and roll out of new sourcing technology Conduct job pricing below the executive level Manage the end of year bonus cycle Design and roll out a sales incentive plan Design and roll out a nonsales compensation plan Design an expatriate s compensation plan Create an integrated executive compensation package Design a compensation presentation for the board of directors Conduct investigation into potentially illegal behavior (i.e. accusations of theft, harassment) Roll out program from corporate HR (talent, recruiting, compensation, etc.) Manage engagement survey follow up process Adapt corporate process to meet local unit needs Develop and roll out HR policies at local level Develops and conducts onboarding program 7

9 Experience Mapping Macro Activities Identify Interview Map Validate Identify the function or key role to map Identify the likely subfunctions in which you ll classify the experiences Interview functional or role experts within each sub-function; ideally multiple experts per function Identify experiences that would prove competence in the subfunction going forward Ensure that experiences describe outcomes, not competencies (i.e. Created strategy for $100MM business, not Is a Strategic Thinker) List the experiences under the most logical subfunction Compare the experiences to determine if they have a similar level of challenge Identify any experiences that two or more subfunctions have in common Map 6 10 experiences in each sub-function Review draft map with role experts Review draft map with talent customer for that position/role 8

10 Supporting the Process Experience Planning Replace development planning with experience planning; select one experience to achieve Train Managers Train managers to use experience maps to evaluate employees and to identify the right next experience to pursue Educate Employees Educate employees to understand the concept of experiences, how experience maps work, their role, their manager s role, etc. Clarify Accountability Determine and communicate who is responsible to set experience goals and performance consequences Determine Transparency Decide how open you want to be with employees about their progress against the map and the implications for career growth 9

11 Who s Using Them Two recent examples 10

12 How We Help As the creators of the Experience Map concept, we re the right team to bring experience maps to life in your company. We can: Develop: We interview your leaders, synthesize their comments and create your draft experience maps. We validate the maps with your subject matter experts and future map users. Integrate: We work with you to integrate the tools and discussion into your performance management, selection, development and talent review processes. Train: We develop and deliver training to your HR leaders and line managers on how to use experience maps to guide development. Communicate: We create comprehensive, branded communications to support the launch and use of experience maps. 11