A rapidly growing global specialty biopharmaceutical company contracted with PCI to establish a career development process within the commercial operation. Senior leaders had decided to implement an assessment center program for all current first- and second-line sales managers. To emphasize the developmental goal of the program, they used the term “Developmental Mapping Program” instead of assessment center.
Several objectives were identified:
The “Developmental Mapping Program” sessions were conducted by PCI over a 6-month period. A total of 14 zone directors and 83 regional directors participated in the experiential process. Each session lasted a full 2 days and included group discussions, one-on-one role plays, inbox simulations, and analytical case studies. Senior sales leaders were not invited to observe in order to maintain the developmental focus of the program. Initial feedback was given to participants during the program, and more in-depth feedback (written report and telephone conference) was provided to each participant several weeks after the program.
The client company decided that the reports would only be given to the participants. The participants were then free to share all, part, or none of the report with their managers. Only composite data for the entire group was shared with senior leadership. PCI compiled an analysis of the group performance (for regional directors and for zone directors) by exercise and by competency. In addition, PCI showed how each of the three business unit’s mean competency ratings compared with industry means.
Given the goal of ongoing leadership development, the client company established a process for each participant to create an individual development plan. Using information from the Developmental Mapping Program, each participant worked with their manager to create an IDP (Individual Development Plan) using an on-line system that allowed for ongoing updates. Monthly email reminders were sent out to prompt managers to continue their IDP updates.