1 / 16

DRIVING GROWTH THROUGH LEADERSHIP Justin Dunn

DRIVING GROWTH THROUGH LEADERSHIP Justin Dunn. AGENDA. Who are we? Leadership development @ RSA What’s missing? Key challenges. RSA: OUR CORPORATE DNA. Est.1710: a 300 year heritage. FTSE-100 General Insurer. Over 20,000 employees in 34 countries.

wbarker
Download Presentation

DRIVING GROWTH THROUGH LEADERSHIP Justin Dunn

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. DRIVING GROWTH THROUGH LEADERSHIPJustin Dunn

  2. AGENDA • Who are we? • Leadership development @ RSA • What’s missing? • Key challenges

  3. RSA: OUR CORPORATE DNA Est.1710: a 300 year heritage FTSE-100 General Insurer Over 20,000 employees in 34 countries Premiums in excess of £6.7bn and £4bn market cap UK’s first carbon-neutral insurer Member of FTSE4Good Index Strong position in attractive markets A stable and well run business 3

  4. SHIFTING TO A GROWTH CULTURE GES GROUP RESULTS PMIS RESULTS 4.49 73% Q1 - Knowing what’s expected Q12 - Opportunities to learn and grow Q6 - Someone has talked to me about my development B4 - My 1:1s have helped me to build on my strengths D2 - My leader and I discuss progress on my development plan at least twice a year D4 - My development plan helps me to develop for future roles 4.23 71% 4.14 52% 4

  5. CULTURE SURVEY 2003 Culture 2003 Target Culture • Encouraging teamwork • Achieving budgeted objectives • Delivering reliably on commitments to customers • Dependence on hierarchy • Supporting the decision’s of one’s boss • Treating employees fairly and consistently • Supporting top management decisions • Tolerating well-meaning mistakes and not learning • Being loyal and attendant to the company • Maintaining existing customer accounts • Encouraging teamwork • Achieving budgeted objectives • Delivering reliably on commitments to customers • Rewarding superior performance • Attracting top talent • Continuously improving operations • Being flexible and adaptive in thinking and approach • Maintaining a high sense of urgency • Demonstrating understanding of the customer’s point of view • Maintaining clear lines of authority and accountability PATERNALISTIC PERFORMANCE 5

  6. LEADERSHIP CURRICULUM Executive Leadership Transition Programme EDP Senior Management Transition Programme LDP Great Leadership 2 Fast Track Programme Great Leadership 1 Graduate Development Programme Internships with Business Schools and Universities Induction (General, Graduate, Fast Track, Senior Leadership)

  7. WHAT IS EDP? • Targets the successors to our Top 100 • Delegates selected via a development centre • Exposure to the Group Exec • Big projects! • Great networking • Emotional Intelligence coaching • Runs annually • Now in our 6th year • Amazing success stories

  8. WHAT IS LDP? • Winner of the UK CIPD Organisational learning award 2010! • Regionally- delivered (up to 6 programmes delivered annually) • Seeks to develop delegates to a senior business/Regional CEO role • Excellent networking opportunities (including move to more mixed programmes) • Emotional Intelligence coaching Project success stories • 86% retention rates amongst delegates • High engagement scores for delegates and teams

  9. WHAT IS GREAT LEADERSHIP 1? • Provides a ‘jump start’ for new leaders • Focuses on the transition into leadership and the difference between managers and leaders • Core skills gaps covered include coaching, leading, stakeholder management etc • Emotional Intelligence coaching • Internally-led by supplier-accredited facilitators • Delivered in local language across the business • Over 1000 leaders attended since Jan 2008

  10. WHAT IS GREAT LEADERSHIP 2? • Aimed at seasoned or senior leaders who lead large teams • We use ECI and a number of other diagnostics uses • Acknowledges the need for a number of leadership styles • Opportunities to role-play your most challenging situations with an actor! • Delivered locally by external partners • Over 330 delegates attended

  11. LEARNING & DEVELOPMENT SUCCESSES - LDP NUMBERS 65total no. of moves & promotions 37%percentage of upwards moves 173 leaders through LDP 23 different countries 100% delegates in succession plans 86%retention of delegates £975kcost saving vs. externals Increasedengagement scores 11

  12. HOW DO WE KEEP OUR PROGRAMMES RELEVANT? Virtual development centres Use IT to create communities Regular evaluation Roll-out some content across the organisation Deliver using a blended approach Sharing outcomes between regions Aligning to our capability framework More mixed programmes 12

  13. CULTURECHANGE- WHAT’S OUR NEXT CHALLENGE?

  14. CULTURE SURVEY 2003 Culture 2003 Target Culture • Encouraging teamwork • Achieving budgeted objectives • Delivering reliably on commitments to customers • Dependence on hierarchy • Supporting the decision’s of one’s boss • Treating employees fairly and consistently • Supporting top management decisions • Tolerating well-meaning mistakes and not learning • Being loyal and attendant to the company • Maintaining existing customer accounts • Encouraging teamwork • Achieving budgeted objectives • Delivering reliably on commitments to customers • Rewarding superior performance • Attracting top talent • Continuously improving operations • Being flexible and adaptive in thinking and approach • Maintaining a high sense of urgency • Demonstrating understanding of the customer’s point of view • Maintaining clear lines of authority and accountability PERFORMANCE PATERNALISTIC 14

  15. THE CHALLENGES • Where are we going? • What leadership qualities to we need to get us there? • Coaching and mentoring • Delighting customers • Being creative 15

  16. 16

More Related