The Leadership Journey Growing leaders at Specsavers Jonathan

The Leadership Journey Growing leaders at Specsavers Jonathan Crookall Director of Resourcing and Development

Introduction to Specsavers Optical Group • Started 26 years ago by optometrists Doug and Mary Perkins • World’s largest privately owned optical group and number three globally • Has grown to over 1500 stores across 10 countries • Total turnover for the financial year 2009/10 was £ 1. 36 billion Specsavers Leadership Journey

The development of the business FUTURE GROWTH International, Diversification Phase 1 Revolutionary Phase 2 Rapid Expansion Price focused Marketing promotions Customer centred Regional rollout Driven by PR Regional critical mass 241 Launch National advertising Phase 3 Development of the Brand Phase 4 ‘Superbrand’ Status Value add promotions Brand investment Focus on Professionalism Industry ‘benchmark’ Infrastructure investment Further international penetration Diversification mid 1980 s – early 1990 s - mid/ late 1990 s Specsavers Leadership Journey late 1990 s - 2009 present - future

What makes the concept successful? Our core values Ownership principles Our marketing competencies Our supply chain Specsavers Leadership Journey

Vision and values Our Vision: To passionately provide best value eyecare to everyone, simply, clearly and consistently, exceeding customer expectations every time. Our Values: Treat people as we would like to be treated ourselves. Passionate about: • Our customers – the lifeblood of our business • Our people – supporting our staff to be the best they can be • Partnership – at the heart of everything we do • Communities – giving back to and working with our local communities • Results – keep it simple, get it done, deliver on our promises Specsavers Leadership Journey

Total stores and sales growth 1985 -2009 Specsavers Leadership Journey

The Green Blood Club Specsavers Leadership Journey

Leadership journey – an integrated approach • • • Top 70 target audience – Board and direct reports • • 360 feedback Annual cycle of activity, not just a programme Starts with People Review and input from each senior leader Kick off at leadership conference 2 day workshop (Year 1 on Innovation, Year 2 on People management) 1 -1 coaching from HR leadership team Individual needs also met Track progress through Insight – our Engagement survey Specsavers Leadership Journey

Leadership journey 2 – core models Success Clarity Capability Customers Drivers Robots Engaged Apathy Anarchy Staff Conditions Freedom Leaders Specsavers Leadership Journey

Leadership journey 2 – core models Leadership style People feel Openness Valued Leading to Loyalty Control Ownership Accountability Confidence Capability Inclusion Significance Commitment Specsavers Leadership Journey

Leadership Journey - impact • Greater cohesion and more inclusive leadership group • Ownership of leadership development and follow on actions • Improvement in Insight (Engagement survey) scores • High retention of critical senior group • Improving reputation of the HR team Specsavers Leadership Journey

Questions Specsavers Leadership Journey