Chapter 4 Value: Creating Sustainable Results How to run a global academy for sustainable results Martin Fojt – Executive Chairman Sarah Nalborczyk – Learning.

Chapter 4Value: Creating Sustainable Results

How to run a global academy for sustainable results

Martin Fojt – Executive ChairmanSarah Nalborczyk – Learning and Development Manager

Emerald Group Publishing Limited

Agenda

• Introduction to Emerald Group Publishing Limited

• Emerald the Learning Organization

• The Launch of the Emerald Academy

• Programme Structure

• Benefits to Emerald and the individuals

• Key Learning Points

• Please feel free to ask questions as we go along

Emerald Group Publishing Limited - The Organization

• Established in 1967 in Bradford, UK.

• Academic Publishers of scholarly research.

• 700 titles in journals and books.

• World’s leading publisher of Business and Management research.

• Strong presence in:-

– Library and Information Studies

– Social Sciences

– Engineering

Emerald Group Publishing Limited - The Organization

• Main customers are:-

– Universities and business schools

– Public sector

– Corporate organizations

• Turnover 2010 - £32.78m (PBIT of £8.7m)

• Turnover 2011 (Forecast) - £34m (PBIT of £9.3m)

• We know we wouldn’t be as successful as we are without the investment we’ve made “in our people”.

Emerald Group Publishing Limited - The Organization

Boston, USA Boston, USA (16 employees)(16 employees)

Bingley HQ, UK Bingley HQ, UK (265 employees)(265 employees)

Delhi, India (11 employees)

Beijing, China (13 employees)

Kuala Lumpur, Malaysia (7 employees)

Melbourne, Australia (3 employees)

Tokyo, Japan

(3 employees)

Sao Paulo, Brazil

(3 employees)

Dubai, UAE (3 employees)

Johannesburg, South Africa

(2 employees)

Taipei, Taiwan (1 employee)

Poland & Czech

Republic (2

employees)

Singapore (1

employee)

Seoul, South Korea (1 employee)

Mexico City, Mexico (1 employee)

Ankara, Turkey Ankara, Turkey (1 (1

employee)employee)

Emerald the “Learning Organization”

• Quick growth and success came through:– Being very innovative and entrepreneurial.– Having the right culture – “can do”.

• Developed an “Action Learning” culture.• “Apply” the knowledge we already have to add value.• The company continues to grow and is moving at a

very fast pace.• We need high calibre people to

deliver at an ever-increasing pace.

• We need good managers and good leaders.

The Launch of the Emerald Academy

• In 2005 we realised that our current structure of delivering the above was not “fit for purpose”.

• Because of our roots in the Bradford School of Management we decided to create our own “corporate university” and called it the “Emerald Academy”.

• The Emerald Academy was launched in 2006.

• Adopted a Business School structure.

• Formed an Academic Board, which consists of a Dean, Chairman, Registrar and Treasurer.

The Launch of the Emerald Academy

• At that time L&D was managed by the existing HR department consisting of 2 HR professionals.

• Now we have a team of 7 in HR with a dedicated L&D team.

• The L&D team is headed by Sarah who specifically designs and facilitates as well as delivers programmes of learning

• This demonstrates the company’s buy-in and support of employee development.

Recruitment for the Academy• Academy programme launched each year.

• Voluntary programme open to all employees below senior manager level.

• 12-24 participants per programme – self selecting groups of four.

• International dimension - at least one team member from our regional offices – China, India, Dubai, Malaysia and US.

• Cross functional – each project group can draw on diverse range of talents from different areas of business.

Key Roles

• Registrar - Responsible for overall coordination of Academy programme.

• Dean – Key figurehead and leader of the Academy programme.

• Key Client - Director or Senior Manager who acts as mentor to the group.

• Board Sponsor - Director who provides advice and strategic overview, champions the project.

• Set Advisor - External to the company, facilitates the workshops, acts as point of contact for the groups for advice and guidance.

Programme Structure

• Six workshops delivered over six months.• Groups expected to organize meetings and maintain regular

communications.• Participants are allowed half a day per fortnight but expected

that they devote additional time.

Programme Structure

• Groups are required to submit:-

– Group project report.

– Individual learning review.

• Marked and moderated by Set Advisor and Academy Dean against set Assessment Criteria and Marking Scheme.

• Final grades are awarded using the following ratings:-• Distinction - ≥ 75%• Credit – range from 50% to 74%• Pass – range from 40% to 49%• Fail - < 40%

Ensuring Implementation

• Following the learning workshops it is all about ensuring implementation.

• Expectation that groups take responsibility and accountability for the implementation of projects.

• Presentation and Awards Day

– Groups present final projects.

– Celebrate success and raise profiles.

– Certificates awarded by Academy President, Professor David Weir, former Dean of Bradford Business School

Ensuring Implementation

• Implementation report details:-– What they have been able to implement?– Benefits gained as a result of implementation?– Any issues affecting implementation?

• This feeds into the Emerald Board:- – Is the project fully embedded?– Or has the project reached a natural end?– Or is there further work needed to bring

the project to a conclusion? • Ensures benefits of projects are

transferred from world of learning to the workplace.

Benefits to Emerald - Projects Adding Value

• Some Academy projects have made a significant contribution to Emerald – 29 projects completed.

• The projects should always add value and be aligned to business strategy and goals.

• Evaluation of project implementation has shown:-– 16 projects have been fully implemented– 8 projects have been part implemented– 5 projects have not been implemented

• Vital to ensure there is a tolerance for apparent ‘failure’ of projects and share lessons learnt around the company.

Benefits to Emerald - Projects Adding Value

• Reading List Assist - 2010– Launched as a unique and innovative value-add service

in April 2011 with a collection of 50 reading lists each with an accompanying editorial, which supports lecturers, helps students with research and benefits the wider academic community.

• Emerald goes Green – 2008– Emerald holds the internationally recognized

environmental standard ISO14001:2004, providing a positive message to stakeholders about Emerald’s commitment to the environment.

• Disability in the workplace - 2006– Emerald has held the 2 ticks disability accreditation for 6

years, enhancing Emerald's reputation as an employer of choice.

Benefits to Individual

• Personal Self Development includes:-– Self awareness and confidence– Knowledge of the wider business outside of their

own functional area– Cross functional working, team working and

interdependency – Being proactive and showing initiative – Focus on “how to” – Presentation skills– Project management and time

management– Communication and influencing

Benefits to Individual ‘The Academy gave me opportunity to develop my leadership

skills, not only in leading a project but also enhancing my ability to be aware of learning styles and adapting my preferences when appropriate’ Vicky Williams, Director of Business Development and Marketing

‘Being a member of the Academy was most rewarding, giving me an opportunity to meet and work with new people. The experience of the Academy and being a facilitator for cross-departmental working was invaluable’

Rob Edwards, Head of Publishing Development

‘In the past I had always been reluctant to make presentations, but as part of the Academy set meetings I conquered my fear of public speaking. This helped me to prepare for future presentations to large crowds of people’ Kate Snowden, Head of Publishing Division: Social Sciences and Engineering

Benefits to Emerald and Individual – Career Progression

• At every level in Emerald you will find past Emerald Academy alumni – 128 past participants.

• Evaluation of career progression within Emerald following the Academy programme conducted annually.

• 45% participants benefited from vertical or lateral changes in job role.

– 37% promoted within Emerald (47)

– 8% transferred within Emerald (11)

– 35% no change in job role (45)

– 20% left Emerald (25)

Benefits to Emerald and Individual – Career Progression

• We have seen many good examples of ‘text book’ career progression as a result of the Academy programme:-– 22 individuals have progressed from non-

supervisory to managerial positions.– 8 individuals have progressed on to become

Heads of Departments.– 1 individual has progressed on to the Board of

Directors.• Academy programme provides

opportunity to identify key talent for future growth as part of Emerald’s talent pipeline.

Past Participants

Programme 6 - 2011Programme 5 - 2010

Programme 4 - 2009Programme 3 - 2008

Key Learning Points

• Think hard about organizational readiness for action learning.

• Ensure projects are aligned with organizational objectives and strategy.

• Engage Board Members and Senior Managers in the process to demonstrate commitment and buy in.

• Capture and disseminate learning from past projects.• Expect success but ensure there is tolerance for

apparent ‘failure’.• Ensure implementation of projects – this is

where you will see value created.• Ensure create further opportunities for

individual learning.• Use the programme to identify key talent for

future growth.

Any Questions?