Case: A Large Listed Enterprise Reserve Manager Training Project.

Enterprise Background and Challenges
Due to major breakthroughs in various strategic fields, in recent years, excellent performance targets (leaders in the domestic market) have been continuously achieved in the industry market. However, many obstacles have emerged in talent management and leadership development. We share with the company that middle-level managers, especially business team managers, as the implementers of corporate strategy, directly affect the overall performance of the company. The organization needs to pay enough attention and continue to invest corresponding resources to help them grow.

customers have the following confusion:
The company's business is developing rapidly, there are great limitations in external recruitment, the recruitment cycle is long, and there are deficiencies in the number of middle managers; the company
It is very urgent for the cultivation of internal high-potential talents.
-Middle managers are often promoted from the business department, undertrained in leadership, new managers are not competent, and employees complain about the increase.
More, leading to more turnover and other phenomena
The strategies associated with training are not perfect, such as the "old employees" who are unwilling to take on the role of coaching and guide new employees when implementing the coaching plan.

solution
In response to the above problems, we have provided companies with reserve manager leadership improvement programs, helping companies cultivate a group of middle-level managers with rich development potential:
First of all, we have formulated the basic screening criteria (or hardware conditions) together with the enterprise. At the same time, according to the development stage of the enterprise and
Its positioning of middle managers establishes a leadership model
-Around the leadership model, we meet the "hardware" of current middle managers and some of them through the two dimensions of leadership potential and leadership behavior performance"
The qualified candidates were evaluated and a group of reserve talents were selected. In particular, the potential assessment was added to make the selected quasi-management
, more has the potential to cultivate, for the enterprise in the training of talents to save costs.
· For the selected reserve managers, we have designed a long-term development plan for them. In addition to systematic training courses, we have also passed
Tutors and coaches plan, empower, action learning and other ways to train talents. At the same time, in order to ensure that the training program
Effective implementation, we have designed some supporting strategies, so that this talent training project has achieved very good results.

Results and Benefits
After a year, we have trained a reserve management team of more than 30 people for the enterprise. At present, some project participants are in the new management
The job position has effectively alleviated the company's long-standing talent shortage.
Through the performance evaluation data, we conclude that the performance of this group of reserve managers is generally higher than the average performance of other incumbents in this position.
27%, it has brought considerable performance contribution to the company. At the same time, the turnover rate decreased by 52%