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Just for the record...
Transcript of Just for the record...
#1 reason why employees stay with or leave a company = direct supervisor (2012 Corporate Leadership Council Study, 2012 Forbes)
Results of 'medocre' Front Line Manager (2012 DDI Study)-
#1 - 69% Loss of team member engagement
#2 - Lost of productivity
#3 - Turnover
What employees want most from GOOD managers (Gallup):
Managers who show care, interest and concern for their staff
To know what is expected of them
A role which fits their abilities
Positive feedback and recognition regularly for work well done
Average ROI for $1 spent on Manager Training in Productivity = $2.60 (2009 Schorn Associates)
#1 way employees hear about the key decisions impacting the business = direct manager (2011 Hay)
LAST TWO CRITICAL STEPS:
1. TIE TO OUR ENTERPRISE COMPETENCY MODEL
2. PARTNER THAT PROVIDES (BASED UPON VOC/VOE):
CLEAR FOCUS ON INDIVIDUAL. TEAM. STRATEGY & RESULTS.
SIMPLE & EFFECTIVE MODELS THAT ARE CONTINUOUSLY IMPROVING (LEAN)
ENGAGING LEARNING METHODOLOGY
WE DRIVE THE EXPERIENCE
CUSTOMIZED CONTENT BUT ONLY WHERE IT MATTERS
SUSTAINABLE & FLEXIBLE PROGRAM
COST & TIME EFFECTIVE
It Started With a Vision
"We need to become WAY better than average..."
Only consistently developing ALPHA level
No clear 'feeder pool" for ALPHA
"Critical mass" at Front Line Leader level...we've ignored them for years
We need to develop business acumen at all levels so employees make better decisions
Managers are key to employee engagement
CON-WAY COMPASS MANAGER DEVELOPMENT PROGRAM
SO YOU TELL US...DOES THIS SOLVE FOR X?
Prior Training: outdated, inflexible, low-level, expensive, top-down format, paper-intensive, low impact, low ROI
Attendees: Less engaged, focus on technical side of management, no link to business or strategy, no follow up after training
HR & ELT: gap in training for this critical population, poor manager quality linked to lower engagement, loss in productivity, turn over, and profitability. Need to drive change at this level.
2012 Survey (focus group of 75 employees; cross function/business unit):
63% - current or past managers "ineffective"
72% - struggled with understanding & communicating our 3 - 5 year business strategy
78% - rated coaching skills as the #1 gap in thier own development
65% - believe managing people is harder today than it was 5 years ago
67% - rated their direct boss 'below average' in communication skills
61% - rated Con-way below average in leadership development compared to other companies our size
68% - listed "developing the skills of our front line leaders" as a business priority