Morning TED-Style talks. Richard Mackinnon (WorkLifePsych), Stuart Preston (IDG), Hazel Griffiths (Morgan Advanced Materials)

1. “Try to see it my way”
Graduate development and
transitions to the workplace
Dr. Richard A. MacKinnon

2. Transition is a lot like travel…

3. Preparing for international travel…

4. How we imagine it

5. Culture shock!

6. The transitions graduates experience
Structure Ambiguity
Individual goals Shared targets
Homogenous peers Diverse colleagues
Top of the pile Junior position
Fixed event horizon Career journey

7. Navigating the “Undiscovered Country”

8. Are you a welcoming guide?

9. worklifepsych.com
@worklifepsych

10. Who should be leading their development,
the Graduate or Line Manager?
AGR
19th March 2015
Stuart Preston & Jake Meyer

11. Leadership
Why would
anyone want
to follow you?
Followership
Why would
anyone want
you in
their team?
Partnership
How well do you
collaborate
across the
organisation?

12. Our relationship with Sandhurst

13. Who am I…?

14. So why change?
• Graduate in control of their development
• Accountability
• Flexible / bespoke plan
• Future leaders

15. Reed Hastings
Sheryl Sandberg

16. Development
We develop people by giving them the opportunity to develop
themselves, by surrounding them with stunning colleagues and
giving them big challenges to work on.
Mediocre colleagues or unchallenging work is what kills progress
of a person’s skills.

17. Career “Planning” – Not for us
Formalized development is rarely effective, and we don’t try to do it.
E.g. – Mentor assignment, rotation around a firm, multi-year career
paths, etc.

18. We support self-improvement
High performance people are generally self-improving through
experience, observation, introspection, reading, and discussion.
- As long as they have stunning colleagues and big challenges
to work on.
- We all try to help each other grow.
- We are very honest with each other.

19. We want people to manage their own
career growth, and not rely on a corporation
for “planning” their careers.

21. Laszlo Bock
Google Head of People Operations
“For every job, though, the No. 1 thing we look for is general cognitive
ability, and it’s not IQ. It’s learning ability. It’s the ability to process on
the fly. It’s the ability to pull together disparate bits of information”
“It’s ‘intellectual humility.’ Without humility, you are unable to learn.
Successful bright people rarely experience failure, and so they don’t
learn how to learn from that failure”

22. Talent Development
Board ©
Project Me
Graduate
Project
Me
Business
Improvement
Projects
Access to
mentors /
coaches
Self
learning
Cohort
support
and
feedback
L&D
Shadowing
Line
Manager
Workshops

23. Bespoke Project Me
Bespoke Project Me

24. In the words of Dr Seuss
Bespoke Project Me
“You have brains in your head. You have feet in your shoes. You can
steer yourself in any direction you choose. You’re on your own. And you
know what you know. You are the guy who’ll decide where to go.”

25. Thank you for your time
Any questions…?
Stuart Preston & Jake Meyer
Inspirational Development Group (IDG)
Follow us on:
@inspirationalDG
Search ‘Inspirational Development Group’’

26. www.morganadvancedmaterials.com
Talent without Frontiers
Developing Talent in a Global
Organisation
Hazel Griffiths
HR Director Europe
Morgan Advanced Materials

27. Morgan Advanced Materials
An advanced materials company providing technically
complex, bespoke solutions to its customers, enabling
them to address global trends such as energy demand,
healthcare and environmental sustainability
Morgan Advanced Materials Confidential Information 27
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28. Focusing on technically demanding, growth
markets
28
Energy Transportation
Healthcare
Electronics Security and Defence
Industrial Petrochemical

29. What we do ....
• Leading edge material science
• Sophisticated application engineering
• Solving complex challenges in technically demanding
applications
• Collaborating with our customers, to provide custom
solutions, enabling their products and processes to
perform more efficiently, more reliably and for longer
29
Driving differentiated, market
leading positions

30. What differentiates us?
• Advanced material science and processing capabilities
• Our applications engineering experience
• A strong history of innovation and reinvention
• Consistent and reliable performance
• A truly global footprint
• We find and invest in the best people
30

31. Genuine global reach with significant operational
presence in the major markets of the world
31

32. This presents a global talent challenge
Talent development becomes a truly strategic priority
Fostering inter-regional collaboration is key
Developing Talent
a. at all career levels
b. in multiple functions
c. In multiple countries
d. In multiple time zones
e. In multiple languages
f. with Talent Mobility
Morgan Advanced Materials Confidential Information 32
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33. Managing this can easily and quickly become
complex and expensive
• Consistent global policies
• Compensation
• Visas
• Administration
• International Trade Restrictions
• Tax regulations
• Travel
• Language
• Protecting our IP
• Resources to manage this
• etc
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34. The Vision
• A diverse organisation, full of world-class expertise with
broad experience in different functions, businesses and
countries
• A bench of emerging talent, eager to learn, grow and be
ready for the next challenge
• An efficient process which “discovers” potential, engages
talent with challenging work, and fosters borderless
opportunities across Morgan
• A culture which rewards excellence and where the best
are proud to be part of a great team
Morgan Advanced Materials Confidential Information 34
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35. The Business Response
• A simple solution, that addresses the three strategic
areas for talent development
• Programmes that integrate
• A leadership owned process sponsored at Exec level
• Boutique programmes that acknowledge the individual
and provide profiles globally
• Morgan programmes delivered regionally that connect
our people globally
• Real jobs and real business challenges
Morgan Advanced Materials Confidential Information 35
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36. Developing Multiple Levels with 3 distinct
programmes
Morgan Advanced Materials Confidential Information 36
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37. Morgan Development Programme
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Leader of Self
in an emerging
commercial
context
Leader of Others
in a single-site
environment
Leader of Leaders
in a multi-site,
multi-P&L
environment
ADP target is here.
How it works
• High Potential employees
globally
• Regional sponsorship
• Commercial (GM route) plus
Functional and Technical career
paths
• International focus to modules
• Blend of in region and
combined delivery
• Global network of mentors and
coaches
• Supported by multi-language
systems
• Business challenges make it
real
Step Up target
is here.
GLP target is here.

38. Consistent leadership Curriculum
• 5 Themes
1. Strategy Leadership
2. Operations Leadership
3. Talent Leadership
4. Technology Leadership
5. Commercial Leadership
Morgan Advanced Materials Confidential Information 38
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39. Supported by Simple People Processes
• Global (1 Sheet) Profiles
• Talent Review Process – International succession
• Regional campus recruiting – shared globally
• Multi-language 360 process
• Simple compensation
• Collaborative approach to costs and administration
• Hands-on sponsorship from CEO and exec teams
Morgan Advanced Materials Confidential Information 39
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40. Contributing to Morgan’s Profitable Growth
• Our programmes are developing people in Europe, Asia
and Northern America
• Inter-regional, global modules support our people in
developing their networking skills
• Our Inter-regional ‘Business Challenge’ modules bring
our people together to identify new commercial
opportunities across the group, further developing their
commercial capability
Morgan Advanced Materials Confidential Information 40
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41. What results are we seeing?
Margaret has recently been appointed to sit on a Technical
Advisory Board, a board of the best in Academia, whose agenda
it is to ensure we have the technical ability required in the
industry.
Thibault has been working in our Augusta Plant in Northern
America and has recently worked on an R & D project with the
potential for high customer sales
Peter has been working on Product development in Casal and
has achieved development in a product we as a business were
unsure could be achieved
Taiwo is in her second year in Asia and is on a fast track to GM
Gary and Hugh have been promoted to manage clusters of sites
Morgan Advanced Materials Confidential Information 41
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42. www.morganadvancedmaterials.com
Thank You