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My Map Introduction
- 1. My Metroland Achievement Plan Overview A Talent Development Initiative
- 2. My MAP 1. What is My MAP? 2. How does My MAP work? 3. How do I start My MAP?
- 3. What is My MAP? My MAP is an initiative to help Metroland employees learn, grow and develop continuously throughout their career. An employee and their manager assess the employee’s competency levels by completing basic online assessments. Using the assessment results, My MAP creates a customized learning plan designed to guide and support employees in building the competencies necessary to achieving their career goals.
- 4. How Does it Work? 1. Metroland has adopted 34 competencies that provide a skills framework for employees from entry-level to senior executive 2. Metroland’s Training and Talent Development Department offers over 25 Management courses - each tied to developing specific competencies 3. Assessing skill levels with the competencies provides a learning “MAP” for employees who wish to develop in their current role and/or prepare for future roles 4. The first competencies to be assessed and developed are those relevant to the employee’s current role.
- 5. Metroland Business Strategy 2 Substantially Grow Our Client Base 1 3 Develop / Broaden the Reach an expanded advertiser Continue to Grow Audience base with digital and print Product Suite Reach products and deepen existing relationships Develop existing products and Continue to grow our digital expand to meet the evolving audience and print reach needs of businesses Sustainable Growth
- 6. Talent Development – MAP Competencies Senior Organization-Wide Values Individual Contributor Manager Director Executive/Publisher Ethics & Values Action Oriented Business Acumen Managing Vision & Purpose Perspective Integrity & Trust Functional/Technical Skills Delegation Political Savvy Strategic Agility Managing Through Creativity Learning on the Fly Hiring & Staffing Innovation Management Systems Interpersonal Savvy Perseverance Time Management Building Effective Teams Command Skills Work-Life Balance Planning Problem Solving Dealing with Ambiguity Decision Quality Self-Development Drive for Results Motivating Others Managerial Courage Developing Direct Reports Customer Focus Process Management And Others Managing & Measuring Work Directing Others Competencies as defined by Michael M. Lombardo & Robert W. Eichinger in "For Your Improvement - A Guide for Development and Coaching"
- 7. The Assessments 1. My Profile 2. Core Competencies 3. Individual Contributor Competencies 4. Manager Competencies 5. Director/GM Competencies 6. VP/Senior Executive Competencies
- 8. Metroland Management Courses Fundamental: Essential: Strategic: Core Management Skills Hiring New Staff Managing Organizational Change Mutual Respect & Managing Diversity Developing New Staff Building Effective Teams Finance for Non-Financial Managers Motivating & Influencing Others Political Savvy Management & Employment Law Managing Performance Innovation Management Effective Communication Project Management Talent Management Training Employees Problem Solving Managing Vision & Purpose Electives: Effective Meeting Management Time Management Emotional Intelligence Conflict Management Customer Focus Balancing Work & Life Managing Different Generations Leadership Style Warehouse Supervisory Skills Advanced Employment Law
- 9. Tying Competencies to Courses Course: M202 Developing Direct Reports: •Integrating them into the team •Delegating •Discovering hidden talents •Coaching for individual strengths Relevant Competencies: Recommend a 1-3 year course •Delegating The Process plan & provide link to register •Developing Direct Reports and Others •Building Effective Teams Assess Skill Level by Competency: •Skilled, Underskilled or Overused
- 10. Support Structure Managers are asked to: • Evaluate their employee’s leadership qualities through self and peer assessment, and structure a development plan that they will discuss with you; • Practice giving and receiving feedback, and; • Look for opportunities on the job, to solidify their MAP and newly-acquired skills. • Learning Commitment Provided
- 11. Why do My MAP? My MAP will assist your employee in acquiring the ever-changing skills required to master the job they've been hired to do as that job changes. In addition, your employee can use My MAP as a focus and support system to reach their highest potential and create a career within Metroland – with your help.
- 12. How Can We Get Started? If you are interested in initiating My MAP for yourself you should speak to your Manager or your Regional HR Manager and ask them to start the process. Once the Manager determines that MAP is beneficial at this time they will complete the initial online application by following a provided link (My Profile) which will be submitted directly to the Training & Talent Development Dept. TTD will administer the remaining assessments to the employee and their manager.
- 13. Questions? Denise Tucker Director, Employee Development Metroland Media Group Ltd. dtucker@metroland.com www.MyMetroland.com Office Mississauga: 905.279.0440 x220 Office Vaughan: 905.850.5234 Mobile: 647.278.6380
Notes de l'éditeur
- Some of the world’s most admired companies today say they’ll lose HALF their key people over the next 5 years. A broader shortage of talent looms on the horizon, even as new generations of workers splash into the global talent pool. It’s important that companies have a business-focused talent strategy. Metroland Media Group is an organization that encourages continuous growth and improvement. Our President, Ian Oliver, has stated that talent development is a critical requirement for the company’s long term success, and as a result, he is the Sponsor (and #1 supporter) of the My MAP Program. The MAP Program is based upon the Lominger (FYI) Core Competencies Model that we have adopted as our framework for Performance Review, Employee Development and Succession Planning.
- So in the next few minutes we are going to give you an overview ofWhat My MAP isHow it worksAnd let you know how to get started
- Read slide
- How does it work?It’s a relatively simple process with measurable benefits:Read slide 1-4
- Metroland’s Business Strategy consists of 3 Components for sustainable growthMMG Vision is to be Canada’s leading media company & achieve double digit profit growth year over year.This is the Strategy to make it happen – but only if we all contribute to it one way or another.More productsMore clientsLarger audience reach. Think about how you contribute – make sure you know/have line of sight, and make sure your staff know exactly how they contribute and where the most value comes from.Our approach to workforce planning is grounded in a clear understanding of our business priorities.
- Once we understand the business goals we can determine how best to attract, retain and develop talent to achieve those goals.Our contribution is to ensure that all staff understand the mission and strategy and how they contribute to it. Therefore, we work to optimize employee personal talents and help them excel in the competencies that pertain to their current roles and to the future competencies that they, and the cThese are the competencies that our President and Senior Executive feel are necessary for employees to develop in order to successfully support the company strategies for sustainable growth. ompany, will need to be successful in achieving our mission.
- There are six individual assessments:My Profile – measures history, engagement and aspirationCore Competencies – skilled, underskilled and overused.Individual Contributor Competencies – skilled, underskilled and overused.Manager Competencies – skilled, underskilled and overused.Director/GM Competencies – skilled, underskilled and overused.VP/Senior Executive Competencies – skilled, underskilled and overused.The employee completes the assessment from a personal perspective and their manager assesses them on the same questions and competencies.
- The answers from the employee and their manager on the assessments indicate where competencies need to be developed and those competencies are attached to the management courses available – whether fundamental, essential, strategic or electives that change annually.
- Here’s the process:Read slide As timing indicates
- Read slideEmployees are being asked to take ownership of their development. As a Manager, you too, are critical to the continuous improvement and growth of our current and future employees, and by extension, the achievement of our short and long term business strategies. We ask that you support your employee in their leadership development by being receptive to their discussions and facilitating concrete opportunities for them to apply their new skills back in the workplace. We’ll probvide you with an outline of the key stages of discussion and it is recommended that you pre-schedule these discussions around structured learning sessions. Updates over and above the schedule are always encouraged.
- It’s about two basic things:SkillsSupportMy MAP will assist your employee in acquiring the ever-changing skills required to master the job they've been hired to do as that job changes. In addition, your employee can use My MAP as a focus and support system to reach their highest potential and create a career within Metroland – with your help.
- Read slide
- For questions about the My MAP program specifically contact Denise.