Names of the high-pos out to the rest of the organization

Assignment Help Operation Management

Reference no: EM132250519

Gunderson Lutheran Health System in La Crosse, Wisconsin, is a health care delivery company that includes a 325-bed hospital, several specialty medical practices, and 41 clinics. In a recent year, they saw 1.4 million outpatient visits. The network has 6,834 employees including physicians, medical staff, managers and supervisors, and senior leaders. The age of their health care managers was a concern when asked whether they had a ready supply of leaders to step in. Upper management felt that growing leaders internally made sense from the standpoint of continuity and cultural fit.

The HR staff researched best practices in talent management and development. The result was the establishment of a Talent Development Review Group including the top leaders. This group became accountable for developing leaders, making necessary development happen, and overseeing the growth of high-potential (high-po) talent. The Review Group followed five steps in their process.

They spent two years building a tiered leadership competency model that included criteria for executives, directors, and managers to ensure the right mix of KSAs. The tiered model defined behaviors and competencies necessary to demonstrate excellence in each role. The competencies were used for behavioral interview questions and for position descriptions, and they formed the basis for 360-degree feedback.

The next step was to identify high-potential talent. The Review Group picked candidates for consideration in each of four pools. Pool members had to demonstrate willingness to:

Advance

Participate in leadership assessment

Receive feedback and coaching

Take on development opportunities

Invest the necessary time

In the five years after the program began, 60 high-po employees at all levels of leadership were identified, assessed, and had their career paths discussed.

Once high-pos had been identified and invited into a pool, it was time to assess the talent.The high-pos took assessment tools to identify strengths and development needs. Each candidate and the Review Group determined an initial strategy for closing gaps in the candidate’s readiness.

A variety of tools were used to develop plans for individual high-pos, including stretch assignments, role expansion, job rotations, coaching, onboarding, continuing education, mentoring, project assignments, and committee assignments.

Tracking progress included setting milestones and success metrics to make sure candidates would build the necessary skills. The effect of the development activities on performance was measured as well, with feedback from peers, colleagues, and superiors. The Review Group continues to look at progress annually.

While numbers tell a positive story, another big change has been in the culture among the top leaders, who now see talent development as a strategic necessity.71

QUESTIONS

The top managers are very busy people. Why was it necessary to involve them in leadership leverage?

The program took 5 years to get to the end point. Is that realistic, or did it take too long? Explain why the timing may vary.

Would you let the names of the high-pos out to the rest of the organization? Why or why not?

Reference no: EM132250519

Questions Cloud

The legal movement of goods into designated area : The legal movement of goods into a designated area in an international move, while administered by the Customs Authority

Countries to which firm might outsource its production : What factors influence the choice of countries to which a firm might outsource its production?

Describe the crayola product portfolio strategy : How would you define the attributes and benefits of Crayola products? Describe the Crayola product portfolio strategy.

Global operations and supply chain management : Global Operations and Supply Chain Management. In no more than three sentences, explain what it means to source globally.

Names of the high-pos out to the rest of the organization : Would you let the names of the high-pos out to the rest of the organization? Why or why not?

Why is employee engagement important for organisations : Why is employee engagement important for organisations? Provide examples how this can be achieved.

Increasingly popular form of business communication : Social media is an increasingly popular form of business communication.

How sentiment might have influenced the mexican market : Give an example from the news media that shows how sentiment might have influenced the Mexican market.

What are the annual holding costs for the workbooks : What are the annual holding costs for the workbooks? What are the annual ordering costs?

User Account

All Pages