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HOW TO GROW AND MANAGE TALENT

HOW TO GROW AND MANAGE TALENT. WHO ARE WILSON LEARNING ?. GLOBAL TRAINING AND ASSESSMENT COMPANY PARTNERS IN 50 COUNTRIES AND PROGRAMS IN 20 LANGUAGES A BLEND OF INTERNATIONAL AND LOCAL EXPERTISE A TEAM OF WELL-KNOWN NAMES AS PROGRAM DESIGNERS

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HOW TO GROW AND MANAGE TALENT

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  1. HOW TO GROW AND MANAGE TALENT

  2. WHO ARE WILSON LEARNING? • GLOBAL TRAINING AND • ASSESSMENT COMPANY • PARTNERS IN 50 COUNTRIES AND • PROGRAMS IN 20 LANGUAGES • A BLEND OF INTERNATIONAL AND LOCAL EXPERTISE • A TEAM OF WELL-KNOWN NAMES • AS PROGRAM DESIGNERS • WORLD KNOWN FACILITATORS

  3. ALEXANDER PASEKUNOV • PhD • Regional Director of WILSON LEARNING Russia • Coach • Public Speaker • Author of books & articles on personal development

  4. Purpose To introduce Wilson Learning approach to managing talent • Process • To describe the best type of manager for talents • To share with you my observations on the present profiling of a Russian manager • To identify tools to help managers grow and retain talents Payoff Understanding of the best international practices in growing and managing talents

  5. LEADER-MANAGER INTEGRATION Management Leadership • Performance • “How?” • Clarification • Financials • Operations • Improvement • Consistency • Accountability • Fulfillment • “Why?” • Inspiration • Service • Strategy • Breakthrough • Versatility • Alignment

  6. THE LEADER-MANAGER MODEL DIRECTION Where are we going? Creating an Environment for Performance with Fulfillment GOALS What is expected of us? SUPPORT Where do we go for help? FEEDBACK How are we doing? RECOGNITION What’s in it for us?

  7. WHAT IS IN THE WAY OF GROWING TALENTS • Lack of individual approach • Lack of tools for internal motivation • Lack of understanding in management tools • Lack of skills to conduct coaching

  8. WILSON LEARNING SOCIAL STYLES MODEL Task-Directed Responsiveness ANALI- TYCAL DRIVER Ask-Directed Assertiveness Tell-Directed Assertiveness AMI-ABLE EXPRES- SIVE People-Directed Responsiveness

  9. INTERNAL MOTIVATION • Building castle • Perspective • Challenging performance goals • Recognition • Feedback • Support

  10. Order • Performance goal • Delegation

  11. COACHING • Purpose, Process, Payoff • Facts • How can we fix it / how can we do it better • Action plan

  12. SUMMARY • Leader-manager style is the best option • Major areas of development for Russian managers • Directions which you and your managers can take to help your people grow

  13. Any questions... For details, please, contact +7-495-9418151 info@wlr.ru www.wlr.ru

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