W&RSETA INTERNATIONAL LEADERSHIP DEVELOPMENT PROGRAMME : Participant selection criteria

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1 W&RSETA INTERNATIONAL LEADERSHIP DEVELOPMENT PROGRAMME : Programme background 1 Participant selection criteria The W&RSETA International Leadership Development Programme (ILDP) has been designed to add value to the existing Leadership Development Programmes run by individual companies in the sector. The programme adds an international development perspective that is not normally available to middle /senior managers. The ILDP is an affirmative action programme that creates a unique development opportunity for 30 middle / senior managers. Final selection will endeavour to achieve a gender balance. Participants will have been identified by their companies as having high potential and the ability to move into senior / executive management positions within a period of two to three years. 2. What is the programme? The ILDP is an intense five month leadership development programme and has been developed at a business school level with two modules accredited by business schools: Module 1 Economics, Personal Mastery, Group Dynamics and Communication Skills Module 2 Analytical Thinking and Strategic Leadership Module 3 In-market immersion visits to leading SA retailers Module 4 Study tour to North America including: A one week executive programme at the Penn State SMEAL College of Business Supply Chain Management and Entrepreneurship 3 weeks In-market immersion visiting leading wholesalers and retailers in both New York and Toronto, which are examples of global best practice and against which SA companies can benchmark themselves.

2 Module 5 2 day workshop to finalise Action Learning research and business case Final presentation to SA panel of senior executives drawn from the Wholesale and Retail sector During the programme participants will have the opportunity to interact with senior executives and public figures in SA and North America. Participants will also research and develop a business case for a sector relevant topic for presentation to a panel of senior line executives drawn from participating South African companies. In addition and to ensure a higher level of success participants will also receive Action Coaching from highly qualified international coaches. Coaching will be both individual and group based. 3. Who should be nominated? Managers who have the potential to move to senior management and executive positions within a period of 2 to 3 years. They should already be managing a team of other managers and have a significant area of responsibility. Each company may nominate up to 4 candidates of which 2 must be female and 2 male drawn from the Black Employment Equity category. Only 1 candidate will be selected from each company. The selection committee will endeavour to ensure that there is a reasonable gender and equity balance. Absence from home and family for a four week period in foreign environments and workplaces will place many stresses upon each individual. Higher levels of stress are experienced by participants with young families. These stresses should be borne in mind when submitting nominations. The programme is very intense and time pressures are considerable. An ability to cope with these pressures is essential. 4. How will participants be selected? Selection for attendance at this programme will be a confirmation that the individual is to be developed for accelerated promotion within the organisation and that their development is being actively managed by their company. 2

3 Participants should not be older than 40, have some post-matric qualifications, which may include completion of formal training programmes and have at least five years experience in wholesale and retail. After nomination by their company a threefold selection process will be followed: 1. Compliance with the selection criteria to establish the top Completion of two on-line questionnaires to determine the top A panel interview to select the final 30 Successful candidates will also complete the MBTI assessment to assist with the formation of syndicate groups. 5. What is required of the participants? Each participant will be expected to: Before departure to the US and Canada undertake pre-programme work which will include attendance at a one day introduction and programme launch, two workshops and one two day in-market immersion with leading SA companies. Work in a syndicate of five to scope and develop a research topic to be undertaken both locally and in the US and Canada and to prepare the approach to the business case to be developed. A minimum of two evenings per week will be required Prepare a comprehensive and referenced written report outlining the business case for the assigned topic Formally present the business case to senior executive panels in Canada and South Africa. Meet with the topic champion and the workshop facilitator as required Spend 4 weeks in the USA and Canada and participate fully in all aspects of the programme Participate in social and business functions as an ambassador for South Africa, the Wholesale and Retail industry and their company Commit to complete, within the allocated timeframes, all assignments required 3

4 Commit to interacting with their Action Coach to derive the greatest benefit from their knowledge and experience Complete and contribute to weekly feedback sessions 6. What is required of the line manager and HR manager? The success of this programme will in large measure be dependent upon the thoroughness of the nomination and selection process. The following key issues should be borne in mind: The selection of only the best candidates who are already identified internally as having the potential to be appointed to senior / executive management positions the extent to which the company and both the line manager and HR manager agree both the participant s expectations and what they are expected to achieve by completing this programme a written commitment by the line manager to support the candidate during the programme the release of candidates from their normal workload in order to meet the demands of the programme, especially in the period prior to departure for North America Support for the candidates after their return to allow sufficient time to complete their assignments and presentation The de-briefing of the candidate by both line manager and HR and a consequent career discussion on their return. The way in which reintegration into the workplace is managed The participant must know the value that is placed on this programme by their company, how it fits into their overall long-term development and what they can expect when they return. Understanding these issues and having discussed and agreed them will prevent unrealistic expectations from arising. It is recommended that a formal contract or development plan is entered into by the participant and the line manager and that a formal debriefing session immediately on their return is undertaken. Experience by many organisations has shown that it is common to lose high potential employees who have been singled out for special development if their expectations are not recognised and managed, particularly immediately after return from an overseas posting or development programme. 4

5 7. What are the time frames for the programme? Nominations close on the 12 th November 2009 On-line assessments will take place during November / December 2009 Interviews will take place during January 2010 Final selection by 18 th January 2010 SA workshops will take place in February and March 2010 Departure to North America 9 th April 2010 Return on 8 th May 2010 Final presentation to South African Panel 28 th May

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