L&D Overview 2014
L&D Overview 2014
© Outotec – All rights reserved
Outotec professional growth framework: 70/20/10.
2
© Outotec – All rights reserved
Learning and Development Priorities - 2014 and 2015
3
Professional Growth
Life-cycle Solutions
Management and
Leadership
Technologies and products
General programs and
tools
OutotecExperience
?
© Outotec – All rights reserved
Bringing O’People alive in your area
• Supporting your teams with action planning
• Collaboration
• Customer Centricity
• Consistency in behaviours
• Engagement and recognition
4
O’People is not just a survey!
© Outotec – All rights reserved
Future Leaders Development Objectives
5
• Leading change through my team
• Increasing self awareness and ability to adapt / flex styles as a leader
• Being an engaging role model for Outotec Leadership for my people
• Developing my capacity to operate in a global, complex and adaptive
business
• How to coach as a leader and using peer coaching
• Leading teams and influencing / collaborating with peers
Module 1 in
Abu Dhabi
January
Module 2 in
Delhi
May
LG 1 LG 3LG 2
Leadership
Summit
(Virtual)
September
© Outotec – All rights reserved
96 leaders have attended Future Leaders 2012 and 2013 – 46 will again attend in 2014
21.2.2016 Outotec6
15
24
19
11
12
4
9
FL Attendees 2012/13 by BA/Region/Function
MP
MEW
Americas
APAC
EMEA
Supply
Support functions w/oSupply
Future Leaders
To Future Leaders program we nominate leaders
that are potential change ambassadors, in
engaged teams, on strategic positions, maybe
new in their roles, with ability to influence large
teams in the matrix (directly or indirectly).
”Participants are not on the
program to become Future
Leaders, they are Future Leaders
and there to help develop new
Future Leaders”
6
4
3
6
8
21
FL Attendees 2014 by BA/Region/Function
MP
ME&W
Americas
APAC
EMEA
Global Functions
© Outotec – All rights reserved
O’Mentor Program Overview
2/21/2016 Outotec7
1-2-1
Mentoring
meetings
Before kick-off meeting:
• Matching mentoring pairs
• Communication
• Personal Development Plan with Line manager
Kick-off
Meeting
(half-day workshop)
• Mentors and
mentees
• Understand the
process
• Mentoring
Alliance
• Agree on target
setting and
schedule
Closing
meeting
(2 hours)
• Mentors and
mentees
• Evaluation of
the process1-2-1
Mentoring
meetings
Coaching
session for
mentors
(half-day workshop)
• Mentoring meetings between mentor and mentee regularly during the one-year
process, 6-10 meetings according to mutually set schedule.
• Meeting length circa 1-2 hours depending on focus and agreed schedule.
• Mentee to prepare before meeting, preferably send key questions beforehand to
mentor.
• Mentee to do learning log after each meeting.
Follow-up calls from local HR during the process
Mid-year
review
(half-day workshop)
• Mentees
• Q&A
• Evaluation of
the process half
way through
• Sharing
experiences and
learnings
© Outotec – All rights reserved
Mentoring programs 2014-2015
21.2.2016 Outotec8
O’Mentor in Finland 2014-15
• Kick off in February with 16 pairs
• Long waiting list for new program
to start in September
Cross Mentoring program with
Kone
• Kick-off in September for a high
level cross mentoring program with
Kone
• Main focus on China, Germany,
Finland and South Africa
• Main focus on Supply function
• Facilitated by third party
consultant
Regional / local initiatives
• Discussions with regional HR to
support regional or local initiatives
in SEAP and Americas.
© Outotec – All rights reserved
Coaching around the globe
21.2.2016 Outotec9
© Outotec – All rights reserved
Outotec Leadership Framework (evolving)
21.2.2016 Outotec10
Inspiring
People
Leadership
Personal
Leadership
Business
Leadership
Diversity
Adaptability
Influencing
Resilience
Managing
Performance
Change
Management
Learning
agility
Decision
making and
driving for
results
Business
acumen
© Outotec – All rights reserved
Outotec Leadership Curriculum
21.2.2016 Outotec11
ONBOARDING
(training modules)ALL
EMPLOYEES
OUTOTEC MANAGERS PASSPORT
(training modules)
NEW LINE
MANAGER /
NEW LINE
MANAGER AT
OUTOTEC
MIDDLE MANAGER LEADERSHIP DEVELOPMENT
(development program)
FUTURE LEADERS (OR EQUIVALENT)
(development program)
UNIQUE LEARNING EXPERIENCES
MIDDLE
MANAGERS –
BY
NOMINATION
TOP
MANAGERS –
BY
NOMINATION
SELECTED
LEADERS – BY
NOMINATION
© Outotec – All rights reserved
Performance Evaluation – why?
21.2.2016 Outotec12
Proposal Benefits
Create concept to fairly and
transparently evaluate
everybody’s performance
and behavior and support
actions to improve
What gets measured, get’s
delivered behavior quality
increases in Outotec.
Full picture of what and how
a person performs their role.
Use values as a base for
evaluating behaviors
Values linked to performance
evaluation people
behaving more according to
values
Performance Evaluation
(achievements + behaviors)
is a key element in pay for
performance
Linking behavior to pay
rewards the right behaviors.
Objective allocation of salary
increases.
Current State
Performance is currently only
partly evaluated through
bonus targets (behavioral
part and any quality
assessment is missing)
Values are not measured as
part of performance
Behavior has no link to pay.
Performance has no link to
base salary.
We want to reward our people with the best performance
= both achievements and behavior
© Outotec – All rights reserved
Films & articlesCoaching booklet
Journey for coaching and change
21.2.2016 Outotec13
Engaging our people
• How do you get people to take responsibility?
• How do you get people to change the way they think?
• Myth busters
How our people learn
• Communicate
• Influence
• Coach in the right way to enable change
Post training and lessons
learnt
• Recognize
• Listen to our people
• Support through the challenges
Coaching for change -overview
Coaching models
Coaching and engagement toolkit
https://connections.myoutotec.com/communities/service
/html/communityview?communityUuid=cfd0c97c-3a2a-
494a-9db2-0dc090c94eb8
© Outotec – All rights reserved
Learning Point in Intranet
21.2.2016 Outotec14
Learning Point
link
© Outotec – All rights reserved15
Administrates global training
and leads development of
O’Success Learning
allowing employees
access to learning
Learning PointLearning Point is Outotec’s channel to
connect you to different learning
interventions and materials through the
following tools and people
Coordinates, provides
technical support both
for end users and
training owners
regarding
E-learning
Updates
Outotec
Learning
Point Intranet
Develops and works with
training
coordinator &
LMS user
network to
support training
delivery globally
New ways of
working
Assessments
and self
evaluations
1070 20Job
rotation New projects
& tasks
Feedback;
colleagues &
customersProject &
International
Assignments
Mentoring
Coaching
Conferences
Class-room
training
Learning at
customer
Sites
Reflective
Self-learning
Coaching and Mentoring
Raising self-awareness via
feedback and reflective learning
On-the-job learning
Exploring and gaining experience
Every day is a learning day!
Training courses
Learning new skills and
gaining knowledge
Lectures
Outotec Professional Growth Framework & Learning Point