Transforming a talent supply chain is a journey rather than an overnight feat, and for a company that’s been running for 139 years, the change required leaders to challenge the conventional methods of succession planning and leadership development.
Ball Corporation is in a rapidly-changing industry. Ball’s Talent Development team has experienced highs and lows along its transformation journey, especially in its approach to succession planning.
Throwing out the 9-box worked for Ball. Along with finding success by doing what some might call “unthinkable,” Ball’s changes include assessing current and future senior leaders with a development focus, developing leaders in alignment with its unique culture and values, and leveraging technology to take talent development to the next level.
Attendees will leave this webcast with the following takeaways:
Practical examples of how one company has re-examined its approach to succession planning
Ideas for using assessments as a basis for development
Examples of talent segmentation and evaluation of readiness that don’t involve a 9-box
Suggestions for using technology to further your talent management practices
What is an experience and why should you build that into your recruitment process? Learn how to reframe your process with the candidate at the center, and how to think holistically from candidate experience through to employee experience.