Enterprise Talent Pool Development Enterprise Programs by Talent
Enterprise Talent Pool Development Enterprise Programs by Talent Pool Focused Development Plans All Talent Pools Cross-Border Development Program All Talent Pools Leaders Teaching Leaders Primary focus on MAAP ETT Some Senior Leader ETT/MAAP TTP Modified Program for MAAP TTP (Targeted for 2015) Emerging Leader Acceleration Program Primarily ELP Executive Assessment & Coach Primarily Senior Leader ETT & MAAP ETT (Recommended by HRLT/GSLT/Senior Leader) CONFIDENTIAL © 2014 KCWW. All Rights Reserved All content must remain confidential. Please do not reproduce or distribute these materials. If you have any questions, please consult with Kimberly-Clark Legal. 1
Leaders Teaching Leaders Overview of Leadership Development Program Leaders Teaching Leaders: o A nine-month, high impact developmental experience for selected top talent Goals: o To develop talent for future leadership positions by: o Broadening their knowledge of K-C’s business o Heightening their exposure to the GSLT, Presidents, Board Members and external thought leaders o Developing project and action plans for development – based on existing project work and personal goals Audience: 22 -25 per cohort o MAAP ETT (Enterprise Top Talent) o Newly promoted Sr. Leader ETT (Enterprise Top Talent) o MAAP TTP (Top Talent Pipeline) CONFIDENTIAL © 2014 KCWW. All Rights Reserved All content must remain confidential. Please do not reproduce or distribute these materials. If you have any questions, please consult with Kimberly-Clark Legal. 2
LTL 2014 -2015 Timeline and Components Year at a Glance Date Description May / June / July 2014 § Selection & Communication to Participants July 2014 § Talent Management – host 1 hr live meeting to set expectations § Participants begin 360 Assessment process Week of Sept 14, 2014 Module I: participants attend Linkage GILD Conference in Palm Desert, CA October / November 2014 § Team Leaders – talk with participants about GILD experience/support § Participants – vet project plan with team leader (aligns with business objectives) § Participants receive first coaching session and create action plan to drive development planning (participants update their Development Plan Objectives accordingly) § Talent Management – host 1 hr live meeting (check in/progress report) January / February 2015 § Participants – complete second development feedback session (via phone) February 2015 March / April 2015 May / June 2015 June / July / August 2015 Module II: participants attend learning event (TBD typically this aligns with the CEO Forum) § Team Leaders – talk with participants about Module II & CEO Forum experience/support § Participants – complete third development feedback sessions (via phone) § Talent Management – host one hour live meeting participants/Team Leaders Module III: International experience / deliver results on LTL journey and projects / exposure to local leaders and local market § Team Leaders – talk with participants about Module III experience/support § Participants present project to their BU/Regional leadership team (partnering with HRLT) § Talent Management compiles program summary data and report back results CONFIDENTIAL © 2014 KCWW. All Rights Reserved All content must remain confidential. Please do not reproduce or distribute these materials. If you have any questions, please consult with Kimberly-Clark Legal. 3
ELAP: 4 to 6 month development journey for members of the Emerging Leaders Talent pool that span across 2 workshops, assessments, action learning projects, and team coaching Kick-Off Session 1 Hour Webinar Ø Meet & Greet Ø Message from Program Sponsor (Regional Business Leader & Executive Ed. Rep. ) Ø Program Structure & Overview Ø Setting Expectations • Roles & Responsibilities • Assessments • Profiles & FDP • Project Module 1: Leading Self & Others - 3 Days DAY 1: Ø Welcome & Context Setting Ø One K-C Behaviors & Continuously Learning Ø Your Leadership Journey Line Ø Assessment Debrief Ø Team Activity / Reception with Sr. Leaders DAY 2: Ø Focus Development Plan FDP - based on Assessments Ø Leadership Brand Ø Building Partnerships Ø Compelling Communication Ø Role-play & Application DAY 3: Ø Coaching & Developing Others Ø Individual Acton Learning Project Launch Ø Driving Change & Improvement Ø FDP Career Aspirations & Discussion Ø Close Complete Assessments: Via. Edge (learning agility) 360 Assessment Module 2: Leading the Organization - 3 Days DAY 1: Ø Welcome & Review Ø Strategic Discussion with KC Strategy Leader Ø Strategy Application Ø Business Simulation Setup Ø Financial Foundations DAY 2: Ø BTS Business Simulation Ø Leadership Brand Ø Peer Feedback Ø Action Learning Project DAY 3: Ø Individual Presentations • Action Learning Project • 360 Development Ø Program Close Ø Reception with Leaders Follow-up Webinar FDP Discussion with TL Individual Action Learning Project – Presentation & Guidelines BTS Case Study Pre-Read CONFIDENTIAL © 2014 KCWW. All Rights Reserved All content must remain confidential. Please do not reproduce or distribute these materials. If you have any questions, please consult with Kimberly-Clark Legal. 4
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