Kon Stoilas gets advice from member Mike Morrison on how to develop a ten year career development programme for a large motoring company.
Had this have been asked ten years ago I would have said easy.
In ten years will the company even be building cars? Technology is changing so fast in this arena that anything that you plan for now will be different in five years let alone ten.
While you can easily develop a soft skills plan, actually developing a management skills plan will vary considerably. With migrant workers moving around the globe, and the varying cultures that this generates I doubt if there is a predictable management development programme that will be robust enough to survive this length of time.
I would start with the companies strategic plan and goals and align a strategic level plan to meeting these needs - so look at the focus of need on the strategic plan - what is increasingly important and how can you best equip individuals to this goal based upon the current situation?
Ensure that the focus of early development programmes is on learning and innovation. I have recently developed a management development programme for an international construction companies graduates and put a development programme together which will support the business to achieve its five year goals.
We initially concentrate on learning to learn faster - accelerated learning, multiple intelligences (Gardner) etc and developing an innovative capacity using Byrds work (www.creatrix.com) at individual team and organisational levels. Here behaviours are the focus rather than skills.
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Career Development Programme
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