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This entry is a Finalist in the “Nurturing Talent” category on Wednesday 22 June 2011
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Catherine Dalziel Learning & Development Business Consultant Legal & General |
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| StepForward – bucking the trend |
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“StepForward” career development programme that offers more than progression through management is leading the way for the company.
Delivering a leadership promise to invest in their people during a time of economic downturn. Redundancies and implementation of a work management system, the workforce endured massive change. Working with performance and potential we create readiness for the next career step. The programme carries a strong message that our employees are the most important assets. A brave new approach aiming to result in behavioural change. Working with our people of tomorrow we have impacted engagement, motivation and confidence to proactively pioneer change. |
| Impact | Innovation | |
| The biggest impact the significant increase in morale, engagement and confidence. Many have reported feeling empowered and have actively sought involvement in more challenging work.
The business and employees partnership sees senior managers and directors viewed as more ‘human’ and approachable. The candidates now clearly see they have a career within the business area and 17% have secured new positions in the first three months. Retail Saving now boasts 7 ILM level 5 coaches within the work place having reached the invite for involvement across the management population. Senior employees are furthering their development by being developed as mentors. |
Inspiration ignited by employee passion for work, desire for career progression in an ethical people focused company and the need to deliver all levels within the hierarchy of needs.
Growing our own talent, the programme avoids elitism and includes customer facing employees and first line managers, while simultaneously developing senior employees. With multiple functional expertise routes offered in the diverse workplace, a modular structure layers development and provides careers based on aspiration and talents and supports with the instigation of coaching support and culture. An external focus promotes sharing information as the programme links delegates with external talent programme candidates. |
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| Insight | Inspiration | |
| Valuable wisdom surrounding the measurement of high performance has been gained. Being launched ahead of key ‘performance review’ changes had an impact on our application process.
Opening the application to all within the catchment group and marking anonymously was to gain an outstanding positive impact with UNITE and the workforce. However with a solo written application being the only measure, a question hangs over the talent board regarding the talented who have been overlooked. A reduced the number of successful applicants resulted in a very comfortably manageable number, half of initially predicted. |
A bespoke programme not designed by an external company or a senior manager but a member of staff, a consultant within the Learning and Development team.
The “Connect 4” game of talent. Simple yet strategic, a framework with four modules to align. It’s simple in concept with underlying strategy requiring minimal budget. Various starting points and once you understand your environment, strengths and options to progress you’re fully engaged. Your initial path may not be clear and unexpected obstacles get in your way but you control the result with your initiative. An individual journey requiring sidesteps to ultimately move up. |
| Catherine Dalziel |
| Catherine Dalziel is a Learning & Development business consultant. She has been placed runner up and has won our internal Peoples’ Choice Award internally.
She has grown through different roles in Legal & General and has great potential to go so much further. She is incredibly talented and passionate about her role, working far above expectations to deliver talent development within Legal & General. In her current role she is responsible for: |
