Strengthening the Organization by Developing the Next Generation of Leaders

The Challenge

As an international financial organization approached its 50th anniversary, it embarked on a process of self-examination and strategic planning. During this process, it identified new challenges, including the need for greater visibility and accountability to the public, more effective multilateral partnerships, and increased knowledge sharing and collaboration across functions.

The organization engaged PDI as a strategic partner to help their senior management achieve specific objectives, including:

  • Clarify the new performance standards and expectations for staff and managers.
  • Establish a more transparent and objective process for identifying and selecting new managers.
  • Strengthen the quality and increase the diversity of management talent at all organizational levels.
  • Transition from a "command and control" management style to a more collaborative culture. 

The Solution

Together with key line managers and HR project teams, PDI developed the following services and integrated them to create a comprehensive solution for the organization:

  • A comprehensive management development framework and integrated system for identifying, selecting, and developing current and future managers. This included staffing, performance management, training and development, and succession management components.
  • Competency models and performance standards for key staff and managerial roles.
  • Tools and training to improve hiring and promotional decisions. This included behavioral interviewing training for hiring managers, and tools and processes for members of the Review Committee and senior managers who were responsible for making promotional decisions.
  • A customized assessment center that determined the readiness of managerial candidates and targeted their strengths and development needs. Senior managers were trained as assessors and received personal feedback and coaching to develop their own skills.
  • A customized fundamental management skills program for new managers and prospective managers.
  • A simulation-based training program for Division Chiefs, to enhance skills in addressing common challenges.
  • 360-degree feedback tools and training for internal coaches and facilitators.
  • A customized version of DevelopMentorTM, development-planning software for individuals and their coaches.
  • Career planning tools and a career development guide for economists. 

The Results

The organization incorporated continuous feedback and evaluation into all programs and processes. This included surveys of key stakeholders and clients, and tracking of tangible results (e.g., results of key selection decisions and improvements in managerial performance).

To date, results indicate that candidates find the selection processes fairer and more transparent than before. Also, management development programs and feedback systems are strengthening the skills of managers at all levels.

A follow-up research project will be used to appraise and document longer-term individual and organizational outcomes.