Mgt 100 Module Catalog

MGT: 100

Catalog

How do we get there?
Next Step / Ownership / Timing

Global Management Series:

Scope

Update SGMS to accommodate more learning style and modes. Make management
develop more comprehensive, aligned to Leadership Expectations, global, consistent, and
flexible. By modularizing the series it can be adapted to fit the needs of the groups,
divisions or regions and can be made available to field and remote employees.
Interdependent with MaPP (Mgt 100) and SGLS (Mgt 200).

Team Members

Kerri Bishman, Barry Barakat, Yoshi Nakanishi

Project Plan

• Create an outline of modules based on Leadership Expectations mapped to existing
content

• Design and develop one of five modules
• Pilot one of five modules in Asia-Pac
• Review module one with DC and feedback from pilot
• Incorporate feedback and design develop remaining modules

Timing

• Outline: 2/10/17
• Design/Develop module one: 3/10/17
• Pilot: 3/24/17
• Review with DC: 4/28/17

Communication

• Early communication to HR leaders that SGMS is under construction
• Communication by Barry to pilot group and pilot leadership
• Communication with DC for review and feedback
• Wide-spread communication of Mgt 100 Management Series to be launched after

pilot

Change Management

• Resistance to change
• Preconceived ideas of management development programs
• Resistance to alternative learning modalities
• Stakeholder group to be defined to provide often communication and perspective

Governance

• Mgt 100 maintenance and ownership = TM COE
• Regularly scheduled feedback and update sessions with facilitators

Module: Setting Direction

We are future oriented and think broadly. We identify and
consider options that create breakthrough strategies and plans
to create value. We use internal and external inputs to
translate our vision and strategies into concrete, actionable
plans that create competitive advantage. We demonstrate an
agility and desire to learn and adjust priorities to create broad,
positive impact. We keep customers and stakeholders at the
core of everything we do.

Behaviors: Leader of people and process

• Directs work activities, projects and teams based on a clear understanding
of customer and market needs

• Determines action steps and milestones required to implement initiatives
and processes; adjusts activities or timelines as circumstances warrant

• Provides clarity on how functional goals, objectives, and activities
contribute to our global organizational strategy

• Describes expectations, goals, requests or future states in a way that
provides clarity and creates interest

• Makes market based, cost effective and customer focused decisions

• Champions breakthrough solutions that support our mission, strategy and
goals

Page 1

Course topics

• Time management
• Managing priorities
• Delegation

Page 2

Module: Building Organizational Capability

We continuously identify new, more effective ways to
accomplish tasks and goals. We see opportunities for synergy
and integration and work to define and create systems and
processes that enable scalable, repeatable approaches to
achieve desired outcomes. We help remove barriers to
execution and innovation, promoting efficiency and order in
their approach to solving enduring problems with sustainable
solutions.

Behaviors: Leader of people and process

• Ensures that breakthrough solutions are sustained over time

• Works to identify and implement process improvements

• Makes procedural or process suggestions for achieving team goals or
performing team functions; provides necessary resources or helps to
remove obstacles to team accomplishments

• Shows agility and flexibility in responding to new or rapidly changing
situations

• Actively seeks feedback to enhance performance and contribution

• Holds self and others accountable for collaborating with global colleagues
across functions and divisions

Page 3

Course topics

• Coaching
• Feedback
• Difficult conversations
• Influence
• Situational leadership

Page 4

Module: Inspiring Others

We connect, collaborate and foster an inclusive environment of
enthusiasm, trust and pride. We champion change and encourage
multiple perspectives to find new and better ways to deliver
results. We have the courage and integrity to face challenges
directly and make difficult decisions. Our actions make others
want to follow; building momentum for action and positively
influencing outcomes. We are authentic and develop lasting
relationships, engaging others and inspiring growth. Our
behaviors instill confidence and possibilities for the future.

Behaviors: Leader of people and process

• Promotes sharing of expertise and a free flow of information across the
organization

• Increases business impact by building collaborative networks internally and
externally

• Builds positive relationships and a sense of teamwork by communicating and
reinforcing openness and consistency in meeting commitments

• Inspires others to define new opportunities and continuously improve the
organization

• Uses appropriate and persuasive influencing strategies; generates enthusiasm by
tapping into shared values

• Holds self and others accountable to support global organizational, social, and
moral values

Page 5

Course topics

• Motivation
• Engagement
• Culture

Page 6

Module: Developing Talent

We focus on maximizing the ability, potential and contributions of
themselves and others. We foster an environment where people
can excel through developing, coaching and rewarding
performance. We champion the value of diverse backgrounds,
opinions and perspectives, serving as a role model for others. We
identify talent and skill gaps, seeking opportunities to grow the
knowledge and expertise needed for future success. We are self-
aware and accept accountability for our own development;
fostering a culture of personal ownership.

Behaviors: Leader of people and process

• Works collaboratively to identify the behaviors, knowledge and skills required to
achieve goals; identifies specific areas for feedback, coaching and development

• Actively encourages sharing talent, knowledge and expertise to achieve the best
possible results

• Monitors team performance and provides appropriate feedback to keep the team
on track, overcome barriers and resolve conflict

• Draws on differences in backgrounds, perspectives and ideas to benefit projects
and teams

• Collaboratively works to set meaningful performance objectives; sets specific
development goals and identifies milestones for goal achievement

• Empowers others with responsibilities and authority that will assist in their
development

Page 7

Course topics

• Development plans
• Career planning
• Development discussions
• Brining out the best in people
• Empowering
• Building teams

Page 8

Module: Delivering results

We define and measure success against the best internal and
external benchmarks. We pursue things with energy and drive,
setting high goals for personal achievement and organizational
success. We hold themselves and others accountable for
delivering high quality results. We see growth as an imperative
and relentlessly focus on exceeding expected outcomes.

Behaviors: Leader of people and process

• Monitors and encourages team to ensure high performance

• Uses appropriate words and actions to help others move toward higher levels of
performance; clarifies direction and smoothes the process of change

• Focuses on return-on-investment (ROI) when communicating and executing on
strategic priorities

• Holds people accountable for having a sound rationale and framework for taking
action

• Direction given demonstrates a clear alignment to the fundamental drivers of our
organizational success

• Actively works to reward performance and achievement of critical outcomes

Page 7

Course topics
Page 8