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HOW TO GROW AND MANAGE TALENT. WHO ARE WILSON LEARNING ?. GLOBAL TRAINING AND ASSESSMENT COMPANY PARTNERS IN 50 COUNTRIES AND PROGRAMS IN 20 LANGUAGES A BLEND OF INTERNATIONAL AND LOCAL EXPERTISE A TEAM OF WELL-KNOWN NAMES AS PROGRAM DESIGNERS

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Presentation Transcript

HOW TO GROW AND

MANAGE TALENT


WHO ARE

WILSON LEARNING?

  • GLOBAL TRAINING AND

  • ASSESSMENT COMPANY

  • PARTNERS IN 50 COUNTRIES AND

  • PROGRAMS IN 20 LANGUAGES

  • A BLEND OF INTERNATIONAL

    AND LOCAL EXPERTISE

  • A TEAM OF WELL-KNOWN NAMES

  • AS PROGRAM DESIGNERS

  • WORLD KNOWN FACILITATORS


ALEXANDER PASEKUNOV

  • PhD

  • Regional Director of

    WILSON LEARNING Russia

  • Coach

  • Public Speaker

  • Author of books & articles

    on personal development


Purpose

To introduce Wilson Learning approach to managing talent

  • Process

  • To describe the best type of manager for

    talents

  • To share with you my observations on the

    present profiling of a Russian manager

  • To identify tools to help managers grow

    and retain talents

Payoff

Understanding of the best international

practices in growing and managing talents


LEADER-MANAGER INTEGRATION

Management

Leadership

  • Performance

  • “How?”

  • Clarification

  • Financials

  • Operations

  • Improvement

  • Consistency

  • Accountability

  • Fulfillment

  • “Why?”

  • Inspiration

  • Service

  • Strategy

  • Breakthrough

  • Versatility

  • Alignment


THE LEADER-MANAGER MODEL

DIRECTION

Where are we going?

Creating an Environment for Performance with Fulfillment

GOALS

What is expected of us?

SUPPORT

Where do we

go for help?

FEEDBACK

How are

we doing?

RECOGNITION

What’s in it

for us?


WHAT IS IN THE WAY OF GROWING TALENTS

  • Lack of individual approach

  • Lack of tools for internal

    motivation

  • Lack of understanding in

    management tools

  • Lack of skills to conduct

    coaching


WILSON LEARNING

SOCIAL STYLES MODEL

Task-Directed

Responsiveness

ANALI-

TYCAL

DRIVER

Ask-Directed

Assertiveness

Tell-Directed

Assertiveness

AMI-ABLE

EXPRES-

SIVE

People-Directed

Responsiveness


INTERNAL MOTIVATION

  • Building castle

  • Perspective

  • Challenging performance goals

  • Recognition

  • Feedback

  • Support


  • Order

  • Performance goal

  • Delegation


COACHING

  • Purpose, Process, Payoff

  • Facts

  • How can we fix it / how

    can we do it better

  • Action plan


SUMMARY

  • Leader-manager style is

    the best option

  • Major areas of development

    for Russian managers

  • Directions which you

    and your managers

    can take to help your

    people grow


Any questions...

For details, please, contact

+7-495-9418151

[email protected]

www.wlr.ru


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