What criteria do participants need to fulfill to get into global leadership development programs in your company? Are there any nomination-based offers for specific target groups? What is meant by nomination-based: there is no self-enrollment or application - participants need to be nominated by supervisors and/or HR. If you have nomination-based offers in place - for which purpose, target groups and with which goals and formats?
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We utilise our 9 box ratings as a starting point for high-potential programs however, offer flexibility given individuals may have potential and be new to role. Nominations are typically co-ordinated through HR given our Business Partners know their talent well and can support participants leaders with ongoing development
Global leadership development programs in various companies have different criteria for participant selection.
Some programs, like the Women's Global Leadership Program at CSIS, are nomination-based, where participants need to be nominated by their managers and HR.
For example, the CSIS Women's Global Leadership Program accepts 20-25 nominees with at least 15 years of experience and the potential to serve in senior executive positions, as well as a demonstrated commitment to advancing women's leadership
Similarly, the Global Leadership and Development (GLAD) Program at the University of Georgia is designed for students, professionals, and scholars who wish to develop their leadership and professional skills in a globally connected world
The Leadership Program at the Institute for Global Tobacco Control is also by nomination only from partner organisations and has specific selection criteria for choosing applicants from the pool of nominees, such as achieving a geographic balance among priority countries and considering the qualifications and experience of the nominees
Some companies have comprehensive leadership development programs that cover a range of leadership levels, from entry-level managers to senior leaders, and are based on a combination of internal content, input from universities and consulting firms, and contributions from senior executives
These programs may include specific initiatives for new managers, leadership fellows, and customised group training programs.
In summary, the criteria for participating in global leadership development programs vary by program and company. Some programs are nomination-based, while others may have specific eligibility requirements based on experience, leadership potential, and commitment to specific goals.
It's important to review the specific requirements and nomination processes for each program of interest.
Thank you so much for the input! This is very helpful. Could you share a bit more regarding the selection criteria? Is it for succession candidates for a specific level or for people who are in position? And are there any other selection criteria?
We have designed a well-defined global leadership development framework starting from First Time Managers to the highest leadership levels. This framework facilitates a seamless transition for leaders stepping into new roles, empowering them to hone their leadership skills effectively. To qualify for this program, individuals must have a minimum of 18 months of experience within the organization and exhibit potential for future leadership roles.
The enrollment process is conducted through a nomination system, wherein supervisors or department heads play a crucial role by submitting a detailed form. This nomination process is designed to ensure a thoughtful selection process, encompassing key aspects such as potential growth plans, aspirations, and the individual's perceived future leadership qualities. Following the screening of nominations, a talent review is conducted in collaboration with Human Resource Business Partners (HRBPs). This review evaluates various factors, including motivation, drive, and learning agility of the candidates.
Given that these programs involve substantial investments, our primary objective is to minimize dropout rates and ensure program success through meticulous measurement of key metrics. This approach is aimed at creating a high-impact and sustainable leadership development initiative within our organization.
Thank you so much for your post! Do you mind sharing what kind of nomination system you use for it? And thanks for sharing how the evaluation process works at your end. I really like the approach to avoid any dropout rates.
hi Jeordis, please feel free to connect with me on Linked in, I can answer some of the questions. I would also request you to read this article, written by me, which was recently published: https://hr.economictimes.indiatimes.com/news/workplace-4-0/learning-and-development/how-to-design-leadership-programmes-with-zero-dropout-rates/107787658?utm_source=top_news&utm_medium=tagListing
The true global leadership program in our company is sponsored by the CEO; criteria are that people have to be on someone's succession, show high potential and consistent performance, demonstrate the values of the company and are the ones in which we want to invest to offer a long term career with the company as future C-suite leaders. Managers and HRBP can put people forward and with the CEO we review eligibility. People can't self enroll
Thank you for sharing your input!
For Global leadership development i.e. for senior leaders, people need to have reached a certain ‘grade’ in the company ie. Director and above and are either in a concrete succession plan or we want to accelerate their development to be in one sooner than later. On top, their manager (often an EXCOM member) is to nominate people and is then to support their participation. Our Group CEO and CHRO are active sponsors. Due to investment we want our EXCOM to closely follow these people. We don’t use these programs as a retention tool though, people who pose a flight risk won’t stay if you put them in this type of program….