Charter Manufacturing

Session Focus:  Engaging Employees with a simple framework moving beyond 9-box assessments


Case Study: Talent Builder (Charter Manufacturing)

<img class="lazyautosizes lazyloaded aligncenter wp-image-36904 size-full" src="https://wp.ele.llc/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box.jpg" alt="9-box Grids for Succession Planning" width="745" height="449" data-src="https://www.learningexecutive.com/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box.jpg" data-srcset="https://www.learningexecutive.com/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box.jpg 745w, https://www.learningexecutive.com/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box-300x181.jpg 300w, https://www.learningexecutive.com/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box-234x141.jpg 234w" data-sizes="auto" />

Source for graphic: AIHR (The Netherlands)

In this insightful presentation, Megan Joecks, VP of Talent Management at Charter Manufacturing, shared how her organization revolutionized their talent management approach by moving beyond traditional 9-box grids. The new "Talent Builder" framework focuses on engaging employees at all levels while providing a more nuanced and actionable talent assessment process.
<blockquote>Megan emphasized, "We are taking the stance that development is for everyone and there might be additional engagement or retention tactics that may need to be deployed for your top talent."</blockquote>
This philosophy underpins their innovative approach to talent management and development.

Key Takeaways:
1. Rethinking Talent Assessment: By transitioning from the traditional nine-box grid to a "Development Paths" approach, organizations can foster more meaningful talent conversations and generate actionable insights for employee growth and succession planning.
2. Transparency and Engagement: Implementing a transparent talent management process that actively involves employees in their own development journey can significantly boost engagement levels and improve the effectiveness of succession planning efforts.
3. Facilitating Meaningful Conversations: Equipping both managers and employees with tools like conversation starters can help initiate and maintain productive discussions about career development and potential, leading to more engaged and motivated workforce.
This session provided valuable insights for HR professionals and leaders looking to modernize their talent management practices and create a more engaging, transparent, and development-focused organizational culture.

Moving Beyond 9 Box Grids | Talent Builder Engaging Employees

Integrated Talent Management

richard.busby

coaching

azizeh.constantinescu

edward.desrosiers

performance assessment

succession planning

hipo

Coaching Conversations

ana.bedard

megan.joecks

intergrated talent development

talent performance

jenny.heitman

jb.mckoy

ann.brownell

shailesh.kamath

9 box assessments

talent review

meaningful conversations

talent management planning

Session Focus:  Engaging Employees with a simple framework moving beyond 9-box assessments


Case Study: Talent Builder (Charter Manufacturing)

<img class="aligncenter size-full wp-image-36904" src="https://www.learningexecutive.com/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box.jpg" alt="9-box Grids for Succession Planning" width="745" height="449" />
Source for graphic: AIHR (The Netherlands)
&nbsp;

ELE produces this Learning Circle: Retooling Talent Development for the New Normal.

ELE's <a title="ELE's Idea Exchange" href="https://www.learningexecutive.com/idea-exchange/">Idea Exchange</a>: Collaborate online with your peers.

&nbsp;

single-event

Your Teams

Learning Circles

Complimentary

online event

complimentary event

integrated talent development

Advocate Aurora Healthcare

Session Focus: How Advocate Aurora Health provides essential skills for non-leadership roles to develop, gain resources, grow professionally, and extend their networks to strengthen them for their next promotion.

&nbsp;

This session provided valuable insights into leveraging cohort-based programs to strengthen resilience, inclusivity, and sustained development among high-potential employees.
<blockquote>"The strength of a network can go up over time, even as skills might depreciate. Building that network in cohort formation is incredibly valuable." This quote from <a href="https://www.ele.llc/members/alan-todd" target="_blank" rel="noopener">Alan Todd</a> underscores the sustainable impact of network-building in talent development.</blockquote>
By connecting employees in meaningful, collaborative ways, cohort-based learning enables participants to grow within a network that reinforces retention and long-term engagement, helping your organization build a resilient workforce.

Key Takeaways for HR Talent Leaders:

1. Long-term Network Building and Sustainable Development
A well-structured cohort program offers lasting benefits by creating a supportive professional network. This network becomes a resource participants rely on for ongoing resilience, even as specific skills evolve or shift with industry needs.

2. Inclusion and Structure in Leadership Development
Designing cohort criteria with clear DEI goals, such as a diversity target, ensures a broad range of talent benefits from career growth opportunities. This intentional approach can transform your pipeline by embedding inclusivity into development and enabling underrepresented talent to access leadership pathways.

3. Empowering Mentors and Facilitators as Part of Their Development
Encouraging mentorship and facilitation as developmental opportunities can boost engagement among potential mentors. When framed as a professional growth tool, mentoring becomes a valuable skill for those who support the cohort, enriching their careers and strengthening their connection to the organization.

By focusing on these strategies, senior HR leaders can make cohort programs a cornerstone of a resilient, inclusive, and engaged workforce that’s well-prepared for future challenges.

HiPo Development | Designing Cohort Learning to Scale

evidence-based research

Engagement &amp; Culture

Leadership

Peer-to-Peer Learning

jean.ryan

learning design

cohort learning

career development

collaborative learning

learning culture

early career

mentoring

jesse.james

flow of work

mary.mcnevin

Learning Agility

high potential

employee experience

kelly.stallbaum

diego.frausto

Semi-synchronous Collaborative Peer-Learning

Scalable Global Cohorts

tamora.martin

alan.todd

thomas.fons

Designing Cohort Learning to Scale

Session Focus: How Advocate Aurora Health provides essential skills for non-leadership roles to develop, gain resources, grow professionally, and extend their networks to strengthen them for their next promotion.


&nbsp;

? Cohort-based collaborative learning and coaching are the hottest topics in L&amp;D right now

During the Covid-19 pandemic, collaborative learning and coaching are rising for many organizations.

Many ELE member companies are sharing best and next practices and validated with the Global L&amp;D Trends Research presented at our May 2022 Exchange. Technology and semi-synchronous learning design help scale with cohorts ranging from 6-8 to more than 1,000.

By benchmarking with your peers, this seven-week series explains the basic concepts and principles for cohort-based learning at scale. 

For many of us, the journey starts with providing in-person classroom training (synchronous), e-learning (asynchronous), or blended learning.

? An emerging next practice for designing cohort learning to scale is semi-synchronous collaborative peer learning. Learning solutions become instructorless and easier to scale when well thought out and done right.
<blockquote>Wes Kao is a long-time believer in “cohort-based” learning programs. Cohort-based learning involves a group of students—a cohort—all moving through a syllabus together at the same time. Cohort-based learning is the opposite of asynchronous, mass online open courses, (MOOCs) where students move at their own pace through course content.

Kao said that cohort-based courses are far more engaging for learners than MOOCs, which have been criticized for low enrollment and completion rates. Over the past decade, cohort-based classes have risen in popularity, addressing common complaints about MOOCs.

Cohort-based classes offer live feedback from a teacher and courses with set start and end dates. In real-time, groups of students are able to hold each other accountable, push each other to experiment with class material, and challenge each other’s ideas.

Source: <a href="https://www.dailydot.com/unclick/maven-wes-kao-interview" target="_blank" rel="noopener">Wes Kao, co-founder of Maven, Interview</a></blockquote>
1️⃣ First, we will explore
<ul>
 	<li style="list-style-type: none;">
<ul>
 	<li>How to cultivate a sense of safety and belonging</li>
 	<li>Why you should put learners, not instructors, at the center of your learning experience</li>
 	<li>How to accelerate knowledge sharing and peer facilitation</li>
</ul>
</li>
</ul>
2️⃣ Next, we will share a cohort-based solution designed to help team members in non-leadership roles develop essential skills, gain resources, grow professionally, &amp; extend their networks to strengthen them in their current roles &amp; for career advancement.

3️⃣ A strategic transformation for many organizations is creating Learning 4.0 Mindset Shifts to help reinforce skills, facilitate feedback, increase collaboration, and share expertise across teams. Through a collaborative ecosystem of tech-savvy peer-to-peer and expert assessments, employees actively engage in the mastery of skill development.

<img class="aligncenter" src="https://www.learningexecutive.com/wp-content/uploads/2022/05/Navistar-Learning-4.0-Midset-Shifts.png" alt="Learning 4.0 Mindset Shifts " width="1250" height="612" />

<hr />

We are interested in diving deeper into cohort-based learning solutions and finding success using some or all of the eight principles:
<ol>
 	<li>Well-designed social interactions</li>
 	<li>A sense of safety and belonging</li>
 	<li>Real people engaging authentically</li>
 	<li>Opportunities for individual reflection</li>
 	<li>Knowledge sharing and peer facilitation</li>
 	<li>Arguing (constructively) together</li>
 	<li>Learners, not instructors, at the center</li>
 	<li>Human stories expertly told</li>
</ol>
Pre-read: <a href="https://cohort.nomadiclearning.com/cohort-based-learning-report">Cohort-Based Learning at Scale – Eight Principles for Success</a> (Nomadic, 2022)

ELE Produces this Learning Circle: Designing Cohort Learning to Scale

Team Leaders

Stepan Company, a global chemical manufacturer, has implemented a redesigned year-long leadership development process for high potential talent: the Emerging Leaders Program. Throughout the program, participants embark on a journey of action learning, self-reflection, and networking grounded in Stepan’s mission, vision, and values. They are challenged to apply new leadership behaviors on the job.

Questions that participants will be asked to encourage their participation and contributions of ideas include:
<ul>
 	<li>How is your organization’s approach to leadership development similar to or different than Stepan’s?</li>
 	<li>What aspects of this program might or might not work well in your organization?</li>
 	<li>What ideas do you have for how this program could be improved?</li>
</ul>
Hear how Stepan’s line leaders & learning leaders approach demonstrating business impact and engage in a lively discussion.

Leadership by Design: Weaving Values and Practices through an Emerging Leaders Program

new manager

leadership development

accelerated leadership development

joe.misurac

A.O. Smith

To succeed in the shifting business landscape of the 21st Century, leaders must rethink their historical views and cultivate a new configuration of attitudes and abilities. What competencies, skills, attitudes, and characteristics are essential for the leaders of tomorrow? What critical practices are critical for leaders to confront today’s workplace challenges? Join this session to hear perspectives from several panel members about what’s needed for the leader of the future.
To help guide the roundtable discussion, our facilitator will cover some or all of the following:
<ul>
 	<li>The characteristics needed for leaders today and in the future</li>
 	<li>Strategies for communicating with and developing leaders</li>
 	<li>How to motivate leaders</li>
 	<li>Accountability and Tracking – how to best measure leadership development</li>
 	<li>Change management considerations – how to get leaders to embrace constant change</li>
</ul>

Developing the Leader of the Future

analytics

michael.grubich

marysue.handel

Change Management

post-mortem analysis

janie.jewett

Baxter

Four major trends are shaping the current business environment, which has been referred to as the Shift Age. We will explore these trends and the implications for developing leaders within this new business reality. The four significant shifts are:

<ol>
 	<li>The move from tangible to intangible</li>
 	<li>The move from factory worker to artist</li>
 	<li>The move from content to context</li>
 	<li>The move from generalized to personalized</li>
</ol>
To help guide this roundtable discussion, we’ll encourage participants to share the following:
<ul>
 	<li>Why is foresight (seeing the relevant opportunities that are emerging) becoming an increasingly important competency? How can developing a mentoring network help current and future leaders better develop and apply foresight?</li>
 	<li>Why should organizations broaden their view of mentoring beyond only integrating it into traditional point solutions (e.g., HIPO development, onboarding, diversity development)?</li>
 	<li>How can organizations meet the needs of their established point solutions while at the same time create enterprise-level networked mentoring and knowledge sharing practices?</li>
 	<li>How should generational preferences and expectations (especially those of Millennials/Gen Y) influence organizations to adopt broader networked mentoring and knowledge sharing practices?</li>
 	<li>How is the enterprise, networked mentoring different from social networking?</li>
</ul>
Learning Leaders will discuss how broad-based, networked mentoring practices can positively impact and influence the development of future leaders and the entirety of the workforce.

Creating 2020 Leaders through Networked Mentoring

knowledge transfer

onboarding

Coaching

diversity &amp; inclusion

social learning

dina.vance

brigette.richaerson

sue.weller

sonia.vora

In this instant New York Times bestseller, Angela Duckworth shows anyone striving to succeed that the secret to outstanding achievement is not talent, but a special blend of passion and persistence she calls “grit.” “Inspiration for non-geniuses everywhere” (People).

The daughter of a scientist who frequently noted her lack of “genius,” Angela Duckworth is now a celebrated researcher and professor. It was her early eye-opening stints in teaching, business consulting, and neuroscience that led to her hypothesis about what really drives success: not genius, but a unique combination of passion and long-term perseverance.

In Grit, she takes us into the field to visit cadets struggling through their first days at West Point, teachers working in some of the toughest schools, and young finalists in the National Spelling Bee. She also mines fascinating insights from history and shows what can be gleaned from modern experiments in peak performance. Finally, she shares what she’s learned from interviewing dozens of high achievers—from JP Morgan CEO Jamie Dimon to New Yorker cartoon editor Bob Mankoff to Seattle Seahawks Coach Pete Carroll.

“Duckworth’s ideas about the cultivation of tenacity have clearly changed some lives for the better” (The New York Times Book Review). Among Grit’s most valuable insights: any effort you make ultimately counts twice toward your goal; grit can be learned, regardless of IQ or circumstances; when it comes to child-rearing, neither a warm embrace nor high standards will work by themselves; how to trigger lifelong interest; the magic of the Hard Thing Rule; and so much more. Winningly personal, insightful, and even life-changing, Grit is a book about what goes through your head when you fall down, and how that—not talent or luck—makes all the difference. This is “a fascinating tour of the psychological research on success” (The Wall Street Journal).

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