Headquarters in Dallas, TX 103 years since founding
ENGINEERING w PROCUREMENT w CONSTRUCTION (EPC) w MAINTENANCE w PROJECT MANAGEMENT Headquarters in Dallas, TX 103 years since founding 40,000 employees 30 countries 6 continents $21.5 billion revenue in 2014 109 on Fortune 500 list Named Top Company for Leaders Aon Hewitt – 2011 and 2014 In this session… !View snapshot of our HIPO programs…and why they work for us Learn how we use our HIPOs to develop others Hear about our philosophy of leaders and the development of “the 90 percent” Gain insight into some really cool tools ! for Ma and Pa Kettle Placeholder ! ! HIPO programs at Fluor POPULATION REVIEWED Fluor’s Board of Directors (Organization and compensation committee) CEO and direct reports The talent development process: Officers • Ensures that leaders are ready at all levels of the organization DEVELOPMENT FORUMS Executive Development Forum PIPELINE CEO, COO, all other executive vice presidents, president of government group Leadership Development Forum 15 senior officers (business line executives, sales leads, project managers, etc.) Regional and functional talent development teams (27 total) Non-officer executives Nonexecutives • Is designed to attract and retain employees • Promotes “buy-in” to the development of others because executives are active participants in the process Our DEVELOPMENT FOR ALL approach supports our belief that everyone is a leader The New Leader Fluor Management InsDtute Fluor Leadership Summit PURPOSE: Prepare supervisors to lead by building cri4cal supervisory and leadership skills. DESIGNED FOR: New supervisors with less than five years supervisory experience, soon-‐to-‐ be and aspiring supervisors or those who would benefit from a skills refresher. PURPOSE: Prepare high poten4al employees to provide daily leadership that is aligned with Fluor’s global leadership principles and business objec4ves. DESIGNED FOR: Emerging leaders with between five and fiDeen years of industry experience PURPOSE: Prepare high performing func4onal leaders to effec4vely coach and mentor up-‐ and-‐coming talent in support of Fluor’s leadership development ini4a4ves. DESIGNED FOR: Department managers and project leaders with more than Harvard Leadership Direct ExecuDve Leadership Program ExecuDve Business Challenge PURPOSE: Enhance the development of global leaders in areas of business acumen, financial awareness and core skills. DESIGNED FOR: Non-‐execu4ve global senior leaders interested in broadening exposure to business acumen and global interac4on. PURPOSE: Develop the capability of execu4ves to effec4vely use cri4cal, future-‐oriented competencies and to coach and mento others in their execu4on. DESIGNED FOR: Non-‐officer execu4ves who may advance to increasingly more responsible senior level business leadership roles. PURPOSE: Prepare execu4ves to actually “run the company” by experiencing both the strategic and day-‐to-‐day challenges of one of Fortune’s 200 top companies. DESIGNED FOR: Originally, company officers only, now extended to high poten4al execu4ve managers. What " Why Silos " Collabora/on Work hard " Get results Process " People Training " Development Developing people is not “tacked on” to work, it’s the way work gets done. HIPO programs “reimagined” Action Learning Across the curriculum, plus manager’s “playbook” GBLT ASAP Global Business Leader Track Accelerating Skills to Advance Projects LEADERS DEVELOPING LEADERS Use HIPOS to grow the pipeline of leaders throughout the enterprise. WITH HIGH POTENTIALS • Execu4ve “reach forward” • Fluor University Ambassador’s Program • GROW (Growing Representa4on and Opportuni4es for Women) • Mentoring circles The other • WorkPlace 2020 study produced a forward looking plan to align Fluor’s people prac4ces with future needs • Open source learning project resulted in hundreds of just-‐in-‐4me development ideas and resources for no cost • BizLibrary replaced dated and awkward-‐to-‐use videos and online learning at a frac4on of the cost • StrengthsFinder 2.0 for individuals and teams • Goal-‐based performance assessments now link individual contributors to company wide strategic objec4ves Some really cool tools • Coaching MaTers— 90 non-‐training ways to develop your team • Blogs • Core Skills 360 -‐ degree feedback and self assessment • Core Skills Online Some really cool tools • Coaching MaZers— 90 non-‐training ways to develop your team • Blogs • Core Skills 360 -‐ degree feedback and self assessment • Core Skills Online Some really cool tools • Coaching MaZers— 90 non-‐training ways to develop your team • Blogs • Core Skills 360 -‐ degree feedback and self assessment • Core Skills Online Some really cool tools • Coaching MaZers— 90 non-‐training ways to develop your team • Blogs • Core Skills 360 -‐ degree feedback and self assessment • Core Skills Online Something for All: Developing Bench Strength HIPO programs can fit and enhance overall workforce development! Jennifer Large, Vice President of Talent Development © 2015 Fluor. All Rights Reserved.
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