Scribd Logo
Upload

Welcome to Scribd!

  • 8 views

    Leadership Evolution

    Uploaded by

    sarfraz aslamawan
    The document outlines two leadership pathways for employees at a company: a people leader pathway and a technical/specialist leader pathway. It provides clarity on the expectations for people leaders, including performance management goals focused on people leadership. As a result of establishing clarity around the roles and goals, the company's central business areas exceeded their engagement score targets. The company holds all leaders, including people and specialist leaders, accountable through performance goals and behavioral assessments aligned with organizational values. Leaders are provided guidance on recommended training and future skills depending on their pathway.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd

    Leadership Evolution

    Uploaded by

    sarfraz aslamawan
    8 views7 pages
    The document outlines two leadership pathways for employees at a company: a people leader pathway and a technical/specialist leader pathway. It provides clarity on the expectations for people leaders, including performance management goals focused on people leadership. As a result of establishing clarity around the roles and goals, the company's central business areas exceeded their engagement score targets. The company holds all leaders, including people and specialist leaders, accountable through performance goals and behavioral assessments aligned with organizational values. Leaders are provided guidance on recommended training and future skills depending on their pathway.

    Copyright

    © © All Rights Reserved

    Available Formats

    PPTX, PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    The document outlines two leadership pathways for employees at a company: a people leader pathway and a technical/specialist leader pathway. It provides clarity on the expectations for people leaders, including performance management goals focused on people leadership. As a result of establishing clarity around the roles and goals, the company's central business areas exceeded their engagement score targets. The company holds all leaders, including people and specialist leaders, accountable through performance goals and behavioral assessments aligned with organizational values. Leaders are provided guidance on recommended training and future skills depending on their pathway.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    8 views7 pages

    Leadership Evolution

    Uploaded by

    sarfraz aslamawan
    The document outlines two leadership pathways for employees at a company: a people leader pathway and a technical/specialist leader pathway. It provides clarity on the expectations for people leaders, including performance management goals focused on people leadership. As a result of establishing clarity around the roles and goals, the company's central business areas exceeded their engagement score targets. The company holds all leaders, including people and specialist leaders, accountable through performance goals and behavioral assessments aligned with organizational values. Leaders are provided guidance on recommended training and future skills depending on their pathway.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    You are on page 1of 7

    Recognize Everyone’s Value With Two Leadership Paths

    Two Leadership Pathways During Performance Management

    Given these leadership


    expectations, do you (still) feel People Leader Leader (re)commits to
    people leadership is for you? the leadership role
    with clear
    understanding and
    buy-in

    What would you


    like to do?
    Technical/Specialist Leader

    Manager Leader Have an idea in mind Don’t have an idea in mind

    Company offers two leadership pathways with Not


    clear performance management goals, specific Discuss Explore
    feasible, Plan
    to people leadership. options in other
    explore transition
    other ideas our area areas
    Current executive leaders are given
    renewed clarity of what it means to be a
    people leader and are expected to role- • Multiple real options make employees feel valued
    model people leadership expectations for • Organization recognizes and maximizes employees' value
    the organization.
    Increasing Engagement Scores And Exceeding Goals
    Rolls-Royce’s Results

    4.00 ▲ 0.22 3.93


    After establishing clarity around the role of people
    leadership and associated performance management
    Stretch target goals & conversations, The Company provided ongoing
    3.71 score: 3.83 support for their new leadership style. As a result,
    companies central business areas significantly
    exceeded their stretch target engagement score.

    3.50
    “Our focus on leadership and engagement is paying off
    and overall, our leaders are becoming better coaches.
    We see this data coming through in our engagement
    results; where we also see that all Business Units
    improved their scores – the Central Business Areas
    significantly increased engagement and surpassed
    their stretch target.”
    3.00
    Maria Kokkinou, People Director,
    2020 2021
    Central Business Areas and Group
    Change in Central Business Talent, Leadership & Inclusion, Rolls-
    Unit Engagement Scores Royce

    n = 1,800 employees, Gallup Q12 score


    Source: Adapted From Rolls-Royce

    2 © 2022 Gartner, Inc. and/or its affiliates. All rights reserved. 766514_PCS4
    Hold People Leaders Accountable for Human Leadership
    Accountability Measures: Performance Goals

    Performance Goals for People Leaders at the Company

    People Standard Goal: As a people leader your role is to:


    Leader • Create an environment where your people can be at their best.
    Aligned
    • Example: Evidence of mentoring others outside your team
    Goal: 20% • Live up to the Leadership Expectations aligned to our values.
    People

    • Example: Evidence of caring for the wellbeing and Enterprise


    resilience of team aligned goals
    • Live up to the Leadership Expectations aligned to our are highly
    behaviours. individualized
    • Example: Diversity of your team by business unit
    Enterprise • … for their leaders,
    Aligned while the people
    Business

    Goals: 80% • ... leader goal


    remains
    • … consistent
    across the
    organization.

    3 © 2022 Gartner, Inc. and/or its affiliates. All rights reserved. 766514_PCS4
    Evaluate Behavioral Expectations for All Leaders
    Accountability Measures: Behavioral Assessment

    People Leader (Goal Alignment)

    People Business “ABCS” Behavioral Assessment

    20% 80%
    Agile Explore different approaches, respond
    quickly, adapt to challenges

    Specialist Leader (Goal Alignment) + Bold Bravely push boundaries, speak


    up
    Business Value diversity of people and
    Collaborative
    perspectives
    100%
    Simple Remove complexity in how we
    communicate and work

    Both people and specialist leaders are also evaluated


    against a behavioral assessment to ensure they are
    living up to the organization’s behavioral expectations for
    all employees.

    Source: Adapted from Rolls-Royce


    4 © 2022 Gartner, Inc. and/or its affiliates. All rights reserved. 766514_PCS4
    Leadership Journey
    Recommended Training; Future Skills
    Technical Expert Pathway:

    • AWS Solutions Architect Professional


    Cost: 300 USD
    Link:
    https://aws.amazon.com/certification/certified-solutions-architect-prof
    essional/

    • Microsoft Certified: Azure Solutions Architect Expert


    Cost: 165 USD
    Link:
    https://learn.microsoft.com/en-us/credentials/certifications/azure-solut
    ions-architect/

    • Google Cloud: Professional Cloud Architect


    Cost: 200 USD
    Link: https://cloud.google.com/learn/certification/cloud-architect
    Recommended Training; Future Skills
    Design Thinking:

    Mode of study: In-person


    Duration: 4 days
    Price: $14,000 USD
    https://www.gsb.stanford.edu/exec-ed/programs/design-thinking-bo
    otcamp

    Mode of study: Online


    Duration: 3 months (6-8 hours per week)
    Price: $3,300 USD
    https://executive.mit.edu/course/mastering-design-thinking/a056g000
    00URaa4AAD.html#.XdWOB5NKiu4

    You might also like

    pFad - Phonifier reborn

    Pfad - The Proxy pFad of © 2024 Garber Painting. All rights reserved.

    Note: This service is not intended for secure transactions such as banking, social media, email, or purchasing. Use at your own risk. We assume no liability whatsoever for broken pages.


    Alternative Proxies:

    Alternative Proxy

    pFad Proxy

    pFad v3 Proxy

    pFad v4 Proxy