DBS in Singapore are currently advertising for two regional SVPs* , one for Talent Development and one to head up it's Leadership Institute (links below if you are interested:
I realised that in reading the requirements of both roles, I was seeing what I have heard many times over the last few months which are the recuring themes about what is needed pretty much everywhere in the MNCs and regional companies across Asia.
So I have taken the two lists of job deliverables - blended the requirements of both jobs - and then taken lots of liberties with summarising these requirements in my own words
(Nothing at all to do with DBS, my own opinions only, etc, etc)
When I do this, I get six leadership development priorities. Here they are:
- Create a real culture and values evolution and a vision of the leadership mind-set, skills and behaviours that will drive the new Values. Make the transformation of the culture happen, defining and developing key leadership behaviours – starting from the top down. Replace the leaders that don’t fit the values (again replace starting top down, it can never work the other direction).
- Develop a Leadership Curriculum & Assessments, linked to actual development opportunities and real world learning experiences and also develop a culture of leaders teaching leaders.
- Actually do some real, experiential, behaviour changing leadership development and make this an investment priority (note this is not the same as training).
- Drive results with a sensible performance management process that creates goal-setting for both results and leadership behaviours, with real, timely performance reviews
- Get employees engaged again and put the responsibility for engagement firmly where it belongs -in the hands of senior leaders to make it happen, in others words, make leaders remuneration dependent on their own team's engagement scores.
- Do some real talent identification and succession plans that are more than just lip service to the idea and make this happen across the organisational silos (if you can get rid of the silos too that would be a plus).
Aspirational Metric: A Leadership reputation such that people are begging to join to the company and never want to leave.
There you go, just do that please......
*Note for those in more Americanized organizational structures (especially if you were thinking of applying):
An SVP isnt actually an SVP, that would be an MD, an SVP is more like a Director. The approximate translation table is:
MD = SVP / ED = VP+ / D = VP- / SVP = D / VP = Manager / All others = All others (just look for all the people doing the actual work)