At JPL ecosystems are being constantly reinforced for long-term value creation through empowerment of its employees. We have launched a series of leadership development initiatives to this end, embracing both in-house and external training programmes.
For example, in 2014 we nominated employees to attend prestigious executive programmes, such as IEDPM (International Executive Diploma in Project Management) and Pinnacle (Executive Leadership Development Programme). Another example is JPL's Leadership Exploration and Development (LEAD). The six-month programme focuses on three dimensions: Managing self, managing others and managing business. Interventions include self-mastery to internalise leadership values, content modules for leadership development by providing new skills, breakthrough projects to deliver on stretch goals, coaching, peer learning and senior leader mentorship through development councils.
Also a third example is JSPL's Young Leaders Programme (YLP). We launched the first batch of the Young Leaders Programme (YLP) in January 2014 for first time managers. Like LEAD, YLP will focus on leading self and leading others to build effectiveness.
Further, leadership and organizational development at JSPL is a crucial element of the company's strategic planning with the following four objectives:
- Build the leadership-bench strength and a strong leadership pipeline to manage the growth and meet the company’s goals.
- Develop a leadership culture in the organization that focuses on creating a diffused leadership model, where the organization’s leadership values cascade and permeate across all levels and do not remain confined to isolated pockets.
- Strategic alignment and assessment of competencies as per organizational needs and building a succession pool
- Enabling superior business performance through assessing and developing functional, technical and behavioural capabilities.
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