How does IBM build leadership
IBM topped the list of "best employers of leadership talents" of American enterprises selected by Hewitt in 2003. IBM also topped the list of "the best company to develop leadership" published by New York's world manager magazine in 2002. It is undeniable that IBM has indeed accumulated a lot of rich experience, lessons and wisdom in the ups and downs of the past 90 years, which have been condensed into IBM's own leadership training, inspired and cultivated a batch of IBM leadership teams, and then helped this giant continue to "survive"
in reality, many people narrowly understand leadership as a leader's personal ability. From the leadership training characteristics of the top ten companies, we can clearly find that only by forming a top-down management system and a linked management echelon, can enterprises achieve good financial performance in the fierce competition
in Hewitt's research method, all qualified companies should be further selected according to the standard of financial performance. Hewitt believes that no matter how good a leadership training plan can bring good financial performance, it cannot be listed as the best employer
"bench" succession plan
succession plan is a part of IBM's perfect employee training system. It also has a more vivid Name: "bench plan". The term "bench plan" originated in the United States: when a baseball game is held, a bench is often placed next to the baseball field, on which many reserve players sit. Whenever there is a change in the game, the first person on the bench will play, while the original second person on the bench will sit in the first position, and the person who has just changed will sit in the last position. This phenomenon is very similar to the successor plan of IBM and the shape in its table. IBM's "bench program" is named after it
"successor" determines the future
ibm requires employees above the supervisor level to train their employees as part of their performance. At the beginning of taking office, every employee above the supervisor level has a hard goal: to determine who will take over his position within a year or two; Who will pick it up in threeorfour years; Even if you suddenly leave, who can replace you to find a group of talented people. IBM intends to let them know that the company has found them and values them, and then provide them with guidance and a variety of rich experience, so that they are able to assume higher responsibilities. On the contrary, if you can't train your successor, you'll stay in this position all the time. Because this is a process of rising tide, you will be better if your people are good
"bench plan" is actually a complete management system. As the growth of successors is related to their own position and future, managers and employees will try their best to cultivate their successors and help colleagues grow. Of course, these successors may not necessarily take a certain position, but this has formed a succession group, and employees will naturally unswervingly develop upward when they see their career prospects
discover the new star "DNA"
IBM has a growth channel, which allows new people to grow step by step through a talent echelon training mode of "new people → professionals → leaders → founders of the new era". In this process, IBM will continue to explore the "stars of tomorrow"
at the beginning, IBM will explore the "DNA" of everyone in the company, and use the 28 principle to select the future star. 20% of the people are selected by the company. The selected "rising stars" need to participate in a special cultivation program to strengthen their "DNA" when technology has changed human lifestyle and made human life more convenient. IBM's approach is to find good teachers and friends for them or carry out job rotation. In addition, IBM also has a professional college to cultivate the professional quality and skills of employees. When 20% is started, the other 80% will move slowly
the mentor provided by IBM human resources department for these rising stars is the senior employees in the company, which can be at home or abroad - some are similar to the teachers in domestic factories who pass on, help and lead new people, inheriting the skills of the elderly for decades. The work rotation plan can make the successor's vision higher and wider
if the "DNA" of tomorrow star needs to be polished with another job, then IBM will provide him with the opportunity to "change the runway"
ibm has spared no effort to cultivate talent echelons. In IBM China, the annual training cost per employee is about 3000 US dollars. This does not include the efforts of "good teachers and friends" within the company
ibm leadership model
research shows that the world's most respected companies can closely adhere to strategic goals, use systematic leadership quality models to select and cultivate leaders, and adopt scientific compensation systems to support them
leadership quality model is usually established through a strict procedure. Behavioral scientists first collect the knowledge, skills, specific behaviors and personality characteristics of outstanding leaders through observation, behavior or restoring the power supply function of the broken battery, event interviews, symposiums and other methods, and then effectively summarize and sort out these materials, and finally establish a set of leadership quality model. Many companies take this as the basis for recruitment, selection, performance evaluation and promotion of leaders, including enterprise standards and industry standards, to evaluate existing enterprise managers and leaders, find gaps and training opportunities, and formulate corresponding leadership development plans. The leadership quality model is not static. It will change with time, environment, task requirements, company strategy and other factors
for the evaluation of leadership quality, IBM has its own three ring model: passion for career is at the heart, and then the other three major elements operate around this heart
Huanxin: enthusiasm for career
ibm believes that their outstanding leaders are full of enthusiasm for winning the career and market, and IBM's technology and business can provide services to the world
indicators of enthusiasm for the cause: pay close attention to the win of the market with enthusiasm; Show infectious enthusiasm; It can describe an exciting future picture of IBM being increasingly used in tensile experiments, contraction experiments, zigzag experiments, stress relaxation or creep experiments of metal, plastic, rubber, film, fiber, glass fiber, paper, textile and other metal materials, non-metallic materials, composite materials, as well as tensile, peel and welding strength experiments of mechanical and electronic components; Accept the reality of the enterprise and respond in an optimistic and confident way; Demonstrate an understanding of the technological potential of transforming the world; Show support for IBM solution
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