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Forming a Global L&D Team: What Nick Fury and the Avengers can Teach Us


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Developing a learning and development (L&D) blueprint means aligning strategy, determining how you can best source and deliver training to your people, and supporting long-term development in your organization. Drawing upon examples from likely and unlikely sources, we’ll discuss how to design and build a winning L&D team.

Published in: Leadership & Management
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Forming a Global L&D Team: What Nick Fury and the Avengers can Teach Us

  1. 1. #TICEVIRTUAL @trainingindustr #TICEVIRTUAL @trainingindustr
  2. 2. #TICEVIRTUAL @trainingindustr Forming a Global L&D Team: What Nick Fury and the Avengers can Teach Us General Manager of Human Resources Komatsu Scott Farley
  3. 3. #TICEVIRTUAL @trainingindustr Tips & Tricks
  4. 4. #TICEVIRTUAL @trainingindustr Training Industry, Inc. The Business of Learning Podcast Training Industry Magazine Webinars Top Training Companies Research Reports Certified Professional in Training Management (CPTM™) Training Industry Conference & Expo (TICE) Helping businesses and training professionals get the information, insight and tools needed to more effectively manage the business of learning.
  5. 5. #TICEVIRTUAL @trainingindustr Scott Farley General Manager of Human Resources Komatsu @ScottFarley11
  6. 6. 6 Forming a Global L&D Team: What Nick Fury and the Avengers can Teach Us Scott Farley, GM – Human Resources Komatsu North America September 19, 2019
  7. 7. 7 A brief introduction… • 20+ years in the Talent Development and Talent Management space • Across industries – telecommunication, financial services, heavy equipment manufacturing • Global responsibility for the Talent Management function (including Learning) • In 2015 and 2016, had the opportunity to rebuild a global team around a new strategy
  8. 8. 8 Poll Question What type of L&D function do you work in? a. Integrated talent management (including learning) b. Leadership and professional development c. Technical training d. Some mix of the above e. None of the above
  9. 9. 9 "There was an idea…called the Avengers Initiative. The idea was to bring together a group of remarkable people, see if they could become something more. See if they could work together when we needed them to fight the battles we never could.“ - Nick Fury
  10. 10. 10 There was an idea… • What is your business strategy? • What does your organization need right now? • What will your stakeholders demand in 3-5 years? • What is your HR strategy? • What is your L&D strategy? • Be strategic…take a long-term view • Craft your plan to reflect stakeholder interests • Question where you need to • Leverage your expertise • Don’t forget the broccoli
  11. 11. 11 Sample Talent Management Strategy - Komatsu Goal Management Performance Management Employee Central Compensation Integration • Komatsu Integration Support • Talent Acquisition Function • Define EVP for KMC, KAC • Establish mentoring programs • Engagement Survey • Succession Planning for KMC, KAC • Enhanced I&D Business Case Development Culture • Talent Cadence Implemented • Talent Management Analytics • University Relations/Sourcing • Strategic Workforce Planning • I&D – Innovation, Design Focus • Rotational Program for Future Leaders • Tacit Knowledge Management Coaching Culture • Leadership Coaching Program/ Training • Coaching On-Demand • Institutionalize Career Coaching • Global I&D Message, Direction • Continue rotational program pilot • Learning Lab Pilot Global Reach • Global Succession Planning • Global Leadership Development • Global I&D Strategy • Coaching Support for Leaders at all levels • Assess Global Coaching On-Demand • Rotational program pilot – Year 3 Global Mobility • Global Talent Cadence • Global Mentoring for Top 500 • Expand rotational program • Global Coaching On-Demand 2018 2022202120202019 Global Learning Global Performance Management Workforce Analytics Global EC Implementation Global Career Development Global Succession Planning Onboarding Upgrade Workforce Analytics implemented Employee Central (continued) Compensation (continued) Career Development Succession Planning Dashboard development Talent metrics – succession, benchstrength, diversity Baseline D&I metrics Enhanced learning metrics HRIS metrics – uptime, uptake, project metrics StrategicInitiativesMetricsHRIS Continuous coaching metrics Global I&D metrics Coaching on-demand metrics Global advanced reporting (HRIS) Global succession reporting Global coaching effectiveness Talent mobility reporting Global mentoring effectiveness
  12. 12. 12 Chat Question What is the guiding idea for your L&D organization? Where are you going strategically?
  13. 13. 13 …bring together a group of remarkable people… • Match your L&D talent to the organization’s needs • Internal vs. external candidates • Internal feeder pools – technical training function, other divisional learning teams, HR generalists • Do you have an opportunity to bring in external expertise? • Consider your opportunity – practice what you preach
  14. 14. 14 …see if they could become something more… • Consider succession • Consider future growth of the function • Share the strategy during interviews and early discussions • Global differences (driving clarity re: qualifications and activity)
  15. 15. 15 See if they could work together when we needed them… • One-on-one calls • Global calls • Get them to act as a global team – even without your direct guidance • Actively linking team members on projects (organic and assigned)
  16. 16. 16 …to fight the battles we never could. • DEVELOP them! • Strike a balance between regional needs and global strategy • Fight the tyranny of proximity! • Ensure that they have opportunities to contribute to both local and global initiatives • Achieve as a group, and celebrate success!
  17. 17. #TICEVIRTUAL @trainingindustr Questions? General Manager of Human Resources Komatsu @ScottFarley11 Scott Farley
  18. 18. #TICEVIRTUAL @trainingindustr Sponsor