Using Experience to Develop Leadership Talent: How Organizations Leverage On–the–Job Development

Real–world initiatives that turn experiences into leadership excellence Developing strong leadership means intentionally leveraging the process of experienced–driven learning. Its a tall order, but 3M, Microsoft, Tata Group, HEINEKEN, and other organizations around the globe have done it. For the first time, the tactics they use to build outstanding leadership are collected in one volume, described by the very people who created them. In this book, I–O professionals, talent managers, and leadership researchers provide answers to questions like: How can organizations identify experiences that matter for leadership development? What techniques best help leaders take advantage of experience? What lessons do experiences offer and reinforce? How can coaching, mentoring, and training support on–the–job development? How can experience–based development initiatives align with strategic goals? Praise for Using Experience to Develop Leadership Talent It may be obvious that leadership is learned through experience, but its far from obvious how organizations can use experience more systematically and effectively to develop the leaders they need. This book forges the path from the abstraction to the reality, and the lessons contributors have learned will help anyone interested in using experience to develop leadership talent. Edward E. Lawler III , Distinguished Professor, Marshall School, University of Southern California Using Experience to Develop Leadership Talent provides a wealth of case examples coupled with current thinking that will help companies grow talent through experience planning. This is a must have volume for talent management and leadership development practitioners in any setting. Allan H. Church, Ph.D., Vice President Organization Development & ExecutiveAssessment, PepsiCo This exceptional book provides pragmatic case studies of learning through experience that help the reader turn ideas into actions and demonstrate how leading companies develop others through experience. Each case is a unique experience; the cumulative effect of all the cases is a pattern with principles for learning through experiences. Dave Ulrich , Professor, Ross School of Business, University of Michigan, and Partner, The RBL Group

List of Figures, Tables, and Exhibits xiii Foreword: Series Editor xvii Foreword: A Senior HR Executive Perspective xxi Foreword: A Senior Line Executive Perspective xxv Acknowledgments xxvii The Editors xxix The Contributors xxxi Section I: Introduction 1 1 Experience–Driven Leadership Development: Surveying the Terrain 3 Morgan W. McCall, Jr., and Cynthia D. McCauley Section II: Putting Experience at the Center of Talent Development Systems 17 2 Building Leadership Breadth at Eaton Corporation 19 Connie Wayne 3 Developing a Pipeline of Internal Leadership Talent at 3M 42 Karen B. Paul, Cindy Johnson, and Kathie Karls 4 Developing Leaders at All Levels at Yum! Brands 64 J. Tim Galbraith and Jim Howard 5 Experience–Based Development: Building a Foundation at Kelly Services 93 Brad Borland, Terry Hauer, and Laura Ann Preston–Dayne 6 Leading from Where You Are: Driving On–the–Job Development into the Whole Organization 114 Paul R. Yost Section III: Designing Job Experiences for Leader Development 137 7 A Project–Based Approach to Developing High–Potential Talent in the Tata Group 139 Aditya Ahuja, Radhakrishnan Nair, and Asma Bagash 8 Collaborative Leadership in the Intelligence Community: Joint Duty Program 154 Elizabeth B. Kolmstetter 9 Advancing Strategic Work and Accelerating Leadership Talent at GlaxoSmithKline 188 Kim Lafferty and Steve Chapman 10 Developing IBM Leaders Through Socially Responsible Service Projects 205 Vicki L. Flaherty and Mathian Osicki 11 Using Part–Time Assignments to Broaden the Senior Leadership Pipeline at Genentech 228 Nisha Advani 12 An Indian Experience of Leader Development: The Fire of Experience and Krishna–Arjuna Coaching 250 P. V. Bhide, Meena Surie Wilson, Rajeev Kakkar, and Dilep Misra 13 Virtual Reality and Leadership Development 278 Randall W. Hill, Jr. Section IV: Maximizing Learning from Experience 305 14 Formal Development Enhances Learning from Experience at Microsoft 307 Lori Homer 15 Experience–Based First–Line Manager Development at HEINEKEN 331 Mary Mannion Plunkett and Dagmar Daubner 16 Turning Experience into Expertise: The Everyday Learning Disciplines for Leaders 355 Jeffrey J. McHenry and D. Douglas McKenna 17 Catalytic Converters: How Exceptional Bosses Develop Leaders 396 Morgan W. McCall, Jr., and Jeffrey J. McHenry Section V: Conclusion 423 18 Putting Experience at the Heart of Leader Development: Concluding Thoughts 425 Cynthia D. McCauley and Morgan W. McCall, Jr . Name Index 437 Subject Index 443

Cynthia McCauley is a senior fellow at the Center for Creative Leadership (CCL) in Greensboro, NC. From her broad research and applied experience, she has developed expertise in leader development methods, including developmental assignments and relationships, 360–degree feedback, and action learning. She has co–developed a number of CCLs assessment tools and is co–editor of three editions of The Center for Creative Leadership Handbook of Leadership Development . Morgan McCall is a professor of management and organization in the Marshall School of Business at the University of Southern California. His research on the development and derailment of executives has appeared in numerous books and articles, including the trilogy The Lessons of Experience, High Flyers, and Developing Global Executives . He has applied his work on experience–based leader development at numerous companies, including Disney, Toyota, Microsoft, and Proctor & Gamble. Learn more at www.experiencedrivendevelopment.com