Increased competition with the industry, States Executive control constantly relax, technological advancements, the Internet quick apply, the world changes faster and faster. And change that corresponds to the managers of leadership on the survival and development of enterprises is becoming more and more important. The world has a unit to lead the trend of the place of management.
In Western enterprises, developing leadership, HP has done is quite remarkable, very worthy of China's enterprise learning. Below we describe in detail the HP's leadership development and training projects.
Project background
60 years, HP has always maintained a remarkable record of innovation and growth. Maintain such records need enterprise constantly transforming itself to quickly take advantage of new technology to quickly meet the needs of the market.
20th century 90 's, the high-tech industry has undergone unprecedented change. Change the speed of faster and faster, shorter product life cycles, Asia, Europe, the company not only to carve up their markets, and began to enter the United States market, a sharp drop in commodity prices. At the same time, it is Hewlett Packard this from people Revere company performance begins rendering the signs of decline. Its growth curve is flat. Slow decision making, company internal coordination, the target is not a consistent lead HP missed opportunity, waste of resources. In order to boost morale, in July 1999, the Board of Directors appoints the Kali-fee aurignac — create a Lucent early successful performance of outstanding female HP's new CEO.
Kali and HP management team realized that to win new markets, need to cooperate with fast company, quickly identify and solve problems, effective decision making across departments. In 2000, HP employees on all levels are the transformation of HP's survey shows the employees on the corporate strategy and the reform of this must be enforced very identity. Employees who believe HP reform is necessary, in particular the Organization of cross-sectoral policy-making must provide a faster and better direction. Employees want management to measurable behavior results more accountable, more attention to the needs of customers.
In order to meet the staff of these needs, Hewlett-Packard responsible for employee development and organizational effectiveness of the sector to design and implement dynamic leadership projects — one designed to speed up the staff to improve the strategic objectives, cross-sectoral cooperation efficiency, increase discovery problem, problem solving and decision-making speed of specialized projects.
Project design
Because the Hewlett-Packard Company initiated reform survey found that companies with different business units, different parts of different functions, has the demand for reform, HP decided this leadership development projects covering Hewlett Packard Company in 157 countries. This campaign launched this month, HP announced its acquisition of Compaq, which makes "remodeling HP plan" must be made in that year in respect of substantive results. In order to achieve maximum return on investment, Hewlett Packard Company decided to focus on a limited number of rapid maximum impact. And dynamic leadership project goal is to enhance HP Manager for consumers, shareholders and employees to create the most value. Dynamic leadership projects focus on two key areas. One is how to achieve effective cooperation and coordination and based on common values and goals through dialogue and consensus, quickly identify and resolve problems; the second is to enhance the behavior of a sense of responsibility, training employees to quickly make effective decisions, through acts of accountability and learning to adjust to enhance their leadership.
In order to enhance the credibility of the project and meet the global demand for rapid dissemination, HP chose to external experts and the combination of internal trainers. OfBoulder ConversantSolutions, LLC, Hewlett-Packard Company, Colorado was selected as the common search for solutions to external companies. These companies a lot about how effective dialogue for the company to create greater value point of view has proven to senior management is very valuable. These concepts and dynamic leadership project goals highly consistent enough that become a core part of the project.
Since each stage of the time very nervous, and Hewlett-Packard launch project is imminent, so he put in Kali "enough perfect" principle has launched this project. Several small experiment-project first started running up during this process, Hewlett-Packard will draw on the experience of the most effective method of joining the project and the final design. When the project officially launched for the first time, project design lecturer at the trainees as well as on the basis of feedback and further adjustments.
The final project design for two days of intensive learning in class, followed by action plans and nine weeks of practical application and continuous tracking after class. Need two days to staff a mutual dialogue, in order to be able to project content, fully adequate exercise opportunities. Employee dialogue is a dynamic leadership projects quickly, this section through group work, exercise, on the company's current business discussions will power leadership ideas and tools to staff. Design of the theme there is a limit to the amount, in order to ensure that employees have enough time to understand and master the topics. These topics include: determining the context of a business plan, dialogue principles, dialogue model, how to achieve rapid decision-making, RACI decision model, how to actually find and solve problems.
The designers chose Active Team mode as described and explained the target technology and views of the most effective way. Designers for each participant prepares a key concepts and plenty of space for personal notes of learning log book. The first day, the project will continue after supper, trainees must practice what they learn those skills and methods to create a "valuable for a night". The second day's agenda is a behavior on their yesterday's feedback and coaching sessions, and this is a two-day course for the most part, often at the core of all instructor comments.
Project design important part is how to strengthen the responsibility of the Manager's behavior – this concept only when the participants to their field of study to the actual behavior is over, instead of the final project
The day ends. The project also requires the student must have a written undertaking to use dynamic leadership methods. These goals you want to share with their managers, thereby strengthening the responsibility, to win management support. Most managers received the participants of the objectives and action plans will provide a copy, affirmation and recognition or adjust their work.Project implementation
To reduce travel time and cost, dynamic leadership project location is not a field is a local hotel. Team total number up to 30 to ensure that each Member can participate in and practice. Project leader decided to adopt open registration type, sealed type team-a combination of Conference (that is, a class of students can be widely dispersed) training.
In order to ensure that the project is associated with the practice of rapid, each round of meetings will be two instructor — a one is external, the other is a Hewlett-Packard Company's leadership role in a straight line, pointing to the concept through the business case will be used in current practice. In order to achieve the objectives of the project started, you need to hold hundreds of meetings, external lecturer is recruited from dozens of companies. External lecturers and HP internal line Manager participated in the training of trainers in dialogue meetings. Through on-site meetings (both network meetings and Conference calls), training has been strengthened and continuously improve the ideas you can share with each other. Whenever possible, new lecturers of previous training in and experienced lecturers carried out together. Area outside of the United States, the project team regarding the recruitment of local bilingual instructor and develop their leadership of the project. In order to guarantee the quality of projects, the participants to each meeting of the last complete an evaluation sheet. In 2002, the project in more than 50 countries, more than 400 sessions. Project launched the first worldwide to more than 8000 Manager participation.
After continuous tracking and job support
Dynamic leadership project a unique aspect is that it has a set of management activities of the system after application. Research shows that training courses follow up and improve the effectiveness of leadership is a direct correlation between size. Adult learning research results also illustrate the use of new technology to quickly grasp the importance of new technology. In order to guarantee the dynamic leadership project put into practice, HP adopted a set of powerful lesson management system, this lesson management system using a feature called Friday5s Web-based continuous tracking tools.
In the project's summary of the meeting, participants to write down the two will use project learned knowledge to work for. These objectives are to enter into the categorized Friday5s Web page. The next few weeks, students continue to receive E-mail reminders his target. The Manager of each student will receive a copy of E-mail under the objective to ensure that managers know their subordinates learned, what you will do. The objectives of each participant, other members of the team can see, thus encouraging other members shared responsibility and shared learning.
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