V A U LT G U I D E T O

Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

MANAGEMENT
AND LEADERSHIP
DEVELOPMENT
PROGRAMS
2 0 0 9 E D I T I O N

MANAGEMENT
AND LEADERSHIP

© 2008 Vault.com Inc.

 V A U LT G U I D E T O
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

MANAGEMENT
AND LEADERSHIP
DEVELOPMENT
PROGRAMS
2 0 0 9 E D I T I O N

MANAGEMENT
AND LEADERSHIP
WON KIM
and the staff of vault

© 2008 Vault.com Inc.

Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Copyright © 2008 by Vault.com Inc. All rights reserved.

All information in this book is subject to change without notice. Vault makes no claims as to
the accuracy and reliability of the information contained within and disclaims all warranties.
No part of this book may be reproduced or transmitted in any form or by any means,
electronic or mechanical, for any purpose, without the express written permission of
Vault.com Inc.

Vault, the Vault logo, and “The Most Trusted Name in Career InformationTM” are trademarks
of Vault.com Inc.

For information about permission to reproduce selections from this book, contact Vault.com
Inc., 150 West 22nd Street, New York, NY 10011, (212) 366-4212.

Library of Congress CIP Data is available.

ISBN 13 : 978-1-58131-642-1

ISBN 10 : 1-58131-642-9

Printed in the United States of America

 ACKNOWLEDGMENTS

We are extremely grateful to Vault’s entire staff for all their help in the editorial,
production and marketing processes. A special thanks to Accenture, Northwestern
Mutual and Proctor & Gamble for their contribution during the initial stages of
developing this leadership guide. Vault also would like to acknowledge the support
of our investors, clients, employees, family and friends. Thank you!
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library
 Table of Contents

INTRODUCTION 1

Foreword . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2

LEADERSHIP PROFILES 3

3M . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

ABB . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12
Abbott Laboratories . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .15
Accenture . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .22
adidas AG . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .26
Aetna Inc. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .28
Aflac . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .33
Alcatel-Lucent . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .37
American Electric Power . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .39
American Express Company . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .44
Aon Corporation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .47
Arrow Electronics, Inc. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .49
AT&T . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .51
Avery Dennison, Corporation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .67
The Bank of New York Mellon Corporation . . . . . . . . . . . . . . . . . . . . . . . .71
Bechtel Corporation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .74
Bertelsmann AG . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .75
Boeing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .78
Booz & Company . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .83
Boy Scouts of America . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .85
Bridgestone Americas Holding, Inc. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .87
Bunzl Distribution USA, Inc. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .92
Campbell's Soup, Co. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .94
Canon, Inc. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .98
Cargill, Inc. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .100

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY ix
 Vault Guide to Management and Leadership Development Programs
Table of Contents

Chesterfield Country, Virginia . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .102

CIGNA . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .104
Citi . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .120
Colgate-Palmolive Company . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .129
Credit Suisse Group . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .131
Cushman & Wakefield, Inc. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .139
Dell . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .143
The Dow Chemical Company . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .146
DuPont . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .151
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Elite Model Management Corp. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .154

Enterprise Rent-A-Car . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .156
General Electric Company . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .158
General Mills, Inc. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .172
Genworth Financial. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .175
GlaxoSmithKline . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .177
The Goodyear Tire & Rubber Company . . . . . . . . . . . . . . . . . . . . . . . . . .180
HDR, Inc. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .184
Henkel AG & Co. KGaA . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .187
The Home Depot . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .190
American Honda Motor Co., Inc. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .194
HSBC . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .195
Intel Corporation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .197
International Paper Company . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .201
John Deere . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .204
Johnson & Johnson . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .206
L’Oréal . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .209
M&T Bank . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .211
Marriott International, Inc. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .213
Mars & Co . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .215
Mars, Incorporated . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .217
Medtronic, Inc. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .221
MetLife, Inc. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .225

CAREER
x LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Table of Contents

NBC Universal . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .227

Nestlé S.A. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .230
Nike, Inc. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .238
Nokia . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .240
Northwestern Mutual Financial Network . . . . . . . . . . . . . . . . . . . . . . . . .242
Oracle Corporation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .248
OSRAM SYLVANIA . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .252
Procter & Gamble . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .254
Pratt & Whitney . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .260
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Sears Holdings Corporations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .262

Southwestern Company . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .264
Sprint Nextel . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .268
Thomson Reuters . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .270
United States Steel Corporation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .277
The Vanguard Group, Inc. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .282
Verizon Communications, Inc. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .290
Walgreen Co. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .393
Whirlpool Corporation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .298

ABOUT THE EDITOR 311

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY xi
 Introduction

Vault.com, Inc. is proud to present the first edition of the Vault Guide to
Management and Leadership Development Programs. This guide
highlights companies that place a significant emphasis on their employees
and social responsibility.

Companies that value their employees will invest in their leadership

potential. In turn, prospective employees will be more inclined to join a
company that believes in developing and nurturing them as leaders. This
guide draws attention to companies utilizing programs and other forms of
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

developmental strategies to nurture leadership from entry-level to mid- and

executive-level talent. Several of the companies that participated in this
guide are now run by executives who went through the leadership and
management programs highlighted in the following pages.

If you are a candidate, pay special attention to the following companies as

they all have made a long-term commitment to your success. If you are a
company executive, compare the details of the programs mentioned in this
guide to your programs, and see if there are ways to improve or build on the
programs you have.

Vault.com, Inc. wants to personally thank author Stew D. Friedman,

Wharton faculty member and founder of the Wharton Leadership Program,
for writing the foreword to this guide. In addition, we want to recognize
Procter & Gamble, Northwestern Mutual and Accenture for their
contribution during the initial stages of developing our leadership survey.
Your help and insight were greatly appreciated. Lastly, thanks to all the
companies who participated in our first edition—recognition of your
commitment to your employees is well deserved.

The Editors
Vault.com, Inc.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 1
 Foreword

I am pleased to have this opportunity to introduce you to the inaugural edition of the
Vault Guide to Management and Leadership Development Program. As a Wharton
faculty member, founder of the Wharton Leadership Program, and former head of
Ford Motor Company’s Leadership Development Center, I have been involved in the
field of leadership development for over two decades as an educator, practitioner,
and researcher. I firmly believe that companies that invest in their emerging leaders
reap the rewards of greater competitive advantage, now and in the future.

I’ve had the good fortune of working with great leaders in both the private and public
sectors. The most successful among them are deeply committed to nurturing
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

leadership in others, in part because each has benefitted from others doing the same
for them.

So, if you are a college student, a recent graduate, or someone in mid-career, I urge
you to look closely at the companies you hope to call your employer. I have known
countless students who stepped toward their future focused only on such factors as
salary, location and esteem of the company name. However, just as important as
these factors (if not even more) is how much this future employer will encourage you
to develop as a leader, in all parts of your life; at work, at home, in the community,
and in yourself.

As I asserted and demonstrated in my book, Total Leadership: Be a Better Leader,

Have a Richer Life (Harvard Business Press, 2008), leadership can be learned.
Indeed, it must be learned. This guide promises an inside look at companies that use
all forms of developmental strategies to nurture leadership from entry-level to mid-
and executive-level employees. I trust that in these pages you will learn important
information about the commitment different companies have in your development.
My hope is that you’re reading this guide because you want to be a person who will
play a significant role in the betterment of today’s world and tomorrow’s leaders.

I wish you the very best in your journey as a leader in your workplace and beyond!

Stewart D. Friedman
The Wharton School, University of Pennsylvania
Author, Total Leadership: Be a Better Leader, Have a Richer Life
www.totalleadership.org

CAREER
2 LIBRARY © 2008 Vault.com Inc.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

PROGRAMS
MANAGEMENT

DEVELOPMENT
AND LEADERSHIP

AND LEADERSHIP
MANAGEMENT
 3M
3M Center Leadership Program Contact
St. Paul, MN 55144-1000 www.3m.com
Phone: 1-888-3M HELPS
Phone: 1-888-364-3577
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Defining Leadership
How does your company view leadership?
Of all the pathways to growth, investing in our people is most important.

The premise is very simple—if your people grow, your company will grow. The key:
linking growth in individuals to those things that unlock energy and activities that our
customers value.

Clearly, 3M’s first chairman of the board, William L. McKnight, was a unique leader,
and 3M has had outstanding leaders at all levels of the company ever since.

Leadership development remains at the top of the company’s agenda.

Leadership Programs and Training

What are the program(s) called?
Four highlighted programs:
• Optimized Operations (O2) program
• The Six Sigma Manufacturing Engineer (SSME) program
• Strategic Business Development (SBD) program
• Strategic Communications Development Program

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 5
 Vault Guide to Management and Leadership Development Programs
3M

OPTIMIZED OPERATIONS (O2) PROGRAM

What is the duration of the program?
O2 is a one-year program that helps 3M develop world-class talent for 3M
manufacturing plants.

Please describe the leadership program.

Our Optimized Operations Program offers an experience beyond the mainstream
within engineering and supply chain analysis. In existence since the mid-1980s,
Optimized Operations (O2) has a tremendous brand following within 3M. O2
employees (O2s) receive advanced training in Lean Six Sigma methodologies and
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

statistical analysis at one of 3M’s many manufacturing plants or distribution centers

across the United States.

O2s develop skills that allow them to contribute immediately. During training, they
lead Lean Six Sigma projects in manufacturing plants or distribution centers. O2s are
involved in cost of poor quality (yield loss or rate loss on constrained resources)
projects to develop statistical analysis (design of experiments, multi-vari, failure
mode and effects analysis) and problem-solving skills. O2s use the Lean Six Sigma
methodologies and are trained as Lean Six Sigma Green Belts. In addition, O2s are
trained in supply chain principles, project management, leadership, interpersonal and
facilitation skills. These skills contribute to an individual’s growth as well as value
for our customers.

Qualifications of the candidate:

Candidates are selected from a diverse student population with undergraduate and
graduate degrees in chemical, mechanical, industrial and quality engineering, supply
chain, operations, manufacturing sciences and safety-related programs. We
particularly seek candidates who have had prior manufacturing internships or co-op
experiences.

What opportunities does the program provide?

O2s are recruited for specific plant needs based on degree and start date. They lead
at least two major projects during their training year, and their membership on
multiple project teams at any given time gives them broad exposure.

O2s begin work at the plant for orientation and, after a few weeks, travel to 3M
Center in St. Paul, Minn., to begin their classroom training. They are provided three
two-week training trips to St. Paul during their year in this development program.

CAREER
6 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
3M

O2s build a tremendous network with peers in the program and O2 alumni that can
last throughout their career.

What impact does the program have on the candidates’ career path?
O2s are typically hired for one of two start dates a year that correspond with
December and June graduations. O2s complete their assignments at one plant
location with the goal of full-time employment at that plant at the end of the
developmental year. O2 engineers and analysts benefit from the unique experience
of working closely with experienced colleagues on projects critical to the future
success of 3M. O2 alumni are currently filling roles in a wide variety of 3M
positions, including plant manager and manufacturing director.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

THE SIX SIGMA MANUFACTURING ENGINEER (SSME) PROGRAM.

What is the duration of the program?
It is a two-year program within the Optical Systems Division (OSD) designed to
develop technical talent for our manufacturing organization.

Please describe the leadership program.

The Six Sigma Manufacturing Engineer (SSME) (PDF, 537 KB) program is a
professional development opportunity for engineering graduates in chemical,
mechanical, electrical or manufacturing engineering.

During the program, each engineer will have a series of four rotational assignments
designed to build a strong understanding of OSD’s product and process technology,
organization and global supply chain. Typical rotations last six months and include
one rotation in St. Paul, Minn.; two rotations within OSD’s U.S.-based
manufacturing facilities (Menomonie, Wis.; Petaluma, Calif.; Decatur, Ala.;
Hutchinson, Minn.; or Greenville, S.C.); and one rotation within an international
OSD manufacturing facility (Japan, China, Korea, Taiwan or Poland).

During each rotation, the engineer leads short-term (4 to 6 months) projects driving
product/process improvement, cost reduction and/or increased customer satisfaction.
At the same time, the engineer learns process improvement methodologies and tools
and develops a rich company network. Leading projects within the division’s diverse
manufacturing settings offers significant opportunities to develop personally and
professionally while contributing substantially to division objectives.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 7
 Vault Guide to Management and Leadership Development Programs
3M

Qualifications of the candidate:

Candidates are selected from a diverse student population with undergraduate and
graduate degrees in chemical, mechanical, electrical or manufacturing engineering.
Prior manufacturing internships or co-op experiences are desirable.

What opportunities does the program provide?

Broad exposure: Project rotations provide valuable networking opportunities,
including division, plant and corporate contacts. A local mentor and Six Sigma coach
will be assigned for each rotation. The engineer also meets regularly with the project
champion, division Six Sigma leader and division manufacturing director.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Participation in an international assignment provides considerable additional

networking opportunities and exposure within the international and corporate
communities not typical of new graduate positions. It also completes an
understanding of the entire OSD supply chain.

What impact does the program have on the candidates’ career path?
After successful completion of the two-year SSME program, the engineer will take a
regular, full-time technical position within OSD’s manufacturing organization.

STRATEGIC BUSINESS DEVELOPMENT (SBD) PROGRAM

What is the duration of the program?
Two years.

Please describe the leadership program.

Our two-year leadership development program in the Strategic Business
Development (SBD) Group is a one-of-a-kind career experience. You’ll work as a
business analyst on technical, consumer, industrial and international projects within
over 40 divisions and six global businesses. When you finish the SBD program,
you’ll have developed important functional and leadership skills, and, combined with
the broad company exposure, you’ll be ready for a successful managerial position in
any one of 3M’s six divisions.

SBD analysts lead internal consulting projects in three areas—marketing, strategy

and business development.

Marketing
• Customer needs analysis
• Customer segmentation

CAREER
8 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
3M

• New market opportunity

• Pricing strategy
• Product launch
• Product portfolio analysis

Strategy
• Corporate strategic plan
• Brand strategy development
• Strategy analysis for executive management

Business Development
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Business plan development

• M&A strategic assessment
• High-growth market space assessment

Qualifications of the candidate:

3M seeks to recruit candidates with varied and diverse backgrounds. As
professionals with three or more years of work experience and demonstrated
leadership capabilities, analysts must also possess superior analytical, project
management and interpersonal skills.

Does the program have a special recruiting relationship with particular

universities/colleges/grad programs?
3M SBD recruits at the following university campuses and MBA conferences:
Universities
• Cornell University (Johnson)
• Georgetown University (McDonough)
• Harvard University
• Indiana University (Kelley)
• Northwestern University (Kellogg)
• University of Michigan (Ross)
• University of Minnesota (Carlson)
• University of Texas (McCombs)
• University of Virginia (Darden)
• Washington University (Olin)

Conferences
• National Black MBA Association (NBMBAA)
• National Society of Hispanic MBAs (NSHMBA)
• National Association of Women MBAs (NAWMBA)

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 9
 Vault Guide to Management and Leadership Development Programs
3M

What opportunities does the program provide?

Often described as “the best of marketing and consulting, without the downsides,”
this unique internal consulting role is ideal for someone who is interested in:

• Working for a large multinational company with offices in 60+ countries

• Consulting on various projects in different industries and functions
• Working on marketing, strategy and business development projects
• Utilizing your entrepreneurial skills to analyze and develop new business
opportunities
• Making a direct impact within an organization while maintaining a work/life
balance
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Working in a highly dynamic group with great visibility and exposure to upper
management and executives
• Working with other MBAs in a collaborative environment that promotes
continuous learning and provides great networking opportunities across the
company

What impact does the program have on the candidates’ career path?
The breadth of experiences and exposure you have as an SBD analyst is invaluable
to your career progression at 3M. Recent graduates of the SBD program have taken
positions in 3M ESPE as a new product manager, in 3M Aerospace as a business
development manager and in consumer and office as a marketing manager.

STRATEGIC COMMUNICATIONS DEVELOPMENT PROGRAM

What is the duration of the program?
Two years.

Please describe the leadership program.

Whether working to build customer loyalty, developing a marketing strategy or
bridging connections with stakeholders, successful communications rely on
strategic planning and consistent, targeted messaging. Our two-year Strategic
Communications Development Program for candidates with an MBA or graduate
degree in Communications offers you the chance to work on and learn from high-
level integrated marketing communications projects with clients throughout 3M.

Strategic communications analysts reinforce communications leadership, brand-

building and business growth initiatives by collaborating with 3M marketing and
communications professionals around the company. Projects focus on understanding

CAREER
10 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
3M

marketplace insight, message generation, integrated solutions and measurement.

Analysts bring fresh perspective and new ideas, cutting-edge communications
expertise and knowledge of communications best practices across 3M to define
strategic direction and solve global communications challenges.

Qualifications of the candidate:

Strategic communications analysts hold advanced degrees from acclaimed academic
programs. As experienced professionals in the fields of advertising, public relations
and other marketing communications disciplines, analysts leverage their work
experience and strong project management skills to lend a refreshing perspective to
3M staff and division teams.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

What opportunities does the program provide?

Broad exposure: Working across several 3M businesses, analysts are able to transfer
knowledge from other areas of the company where projects have presented similar
marketing communications opportunities.

What impact does the program have on the candidates’ career path?
After experience on the strategic communications team, analysts pursue professional
opportunities in areas of 3M where their knowledge and experience can be put to best
use—while strengthening the goals of the 3M communications community.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 11
 ABB
Affolternstr. 44 The Stats
P.O. Box 8131 No. of Employees: Approx. 110,000
CH-8050 Zurich No. of offices: offices in more than 100
Switzerland countries
Phone: +41 (0)43 317 7111
Fax: +41 (0)43 317 4420
www.abb.com

Locations
More than 100 countries
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Leadership Programs and Training

What are the programs called?
• Technical Marketing and Sales Leadership Program (U.S. Power Products and
Power Systems Divisions)
• Engineers in Power

What is the duration of the program?

• Technical Marketing and Sales Leadership Program—Two years.
• Engineers in Power—Two-year, entry-level program providing three domestic
rotational assignments.

Please describe the leadership program.

• The ABB technical marketing and sales leadership program is designed to prepare
recent college graduates for professional careers in technical sales and marketing.

Participants are given three domestic-based rotational assignments over a two-year

period. These assignments allow the employee to work in multiple product sales
locations. Working along side industry professionals they acquire knowledge of
ABB customers, products, services and business practices.

In addition to on-the-job work experience each sales engineer in the program

receives specialized training and mentoring.

CAREER
12 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
ABB

• Engineers in Power is designed to prepare recent college graduates for professional

careers in engineering and technical sales roles. Participants may choose
assignments is either of two leadership tracks—Technical Sales or Engineering.
Technical Sales Leadership Track
- Product sales
- Projects sales
- Strategic marketing
Technical Engineering Leadership Track
- Product design and development
- Production support
- Quality
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Rotational assignments allow the employee to work in multiple business locations.

Each location provides a unique technology and business learning environment.
Working along side industry professionals, participants acquire knowledge of ABB
customers, products, services and business practices.

In addition to on-the-job work experience each engineer expands their skills by

attending special training modules and participating in the annual ABB Power
World event. Each event provides opportunities to network with current and past
participants in the program.

Qualifications of the candidate:

• Successful candidates for the Technical Marketing and Sales Leadership program
will possess the following characteristics.
- Have a BS in electrical, mechanical or industrial engineering (or equivalent
technical degree), preference to 2.7+ GPAs
- Prefer to work in an environment that uses a combination of technical and inter-
personal skills
- Be willing to relocate to maximize early career advancement
- U.S. citizen or permanent resident

• Successful candidates for the Engineers in Power program will possess the
following characteristics.
- Have a BS in electrical, mechanical or industrial engineering (or equivalent
technical degree), preference to 2.7+ GPAs
- Prefer to work in an environment that uses a combination of technical and inter
personal skills
- Be willing to relocate in order to maximize early career advancement
- U.S. citizen or permanent resident
For more information about ABB Inc. see http://www.abb.us.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 13
 Vault Guide to Management and Leadership Development Programs
ABB

Additional Information
ABB (www.abb.us) is a leader in power and automation technologies that enable
utility and industry customers to improve their performance while lowering their
environmental impact. The ABB Group of companies operates in more than 100
countries and employs about 105,000 people. The company’s U.S. operations
employ more than 9,000 in manufacturing and other facilities in 40 states.

ABB offers competitive salaries and benefits. This is an Equal Employment

Opportunity.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

CAREER
14 LIBRARY © 2008 Vault.com Inc.
 Abbott Laboratories
100 Abbott Park Road The Stats
Abbott Park, IL 60064-6400 No. of Employees: More than 68,000
Phone: (847) 937-6100 worldwide
Fax: (847) 937-9555 No. of Offices: More than 100 worldwide
www.abbott.com
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Leadership Programs and Training

What is the program called?
The Abbott Professional Development Program (PDP).

What is the duration of the program?

Two to three years

Please describe the leadership program.

The Abbott Professional Development Program (PDP) offers early career
professionals (typically recent university graduates) the opportunity to build a broad
foundation of work experience and business knowledge. Our programs offer on-the-
job learning while promoting leadership skill development and professional growth.

Work assignments challenge you by requiring movement multiple times a year. This
can be challenging both personally and professionally, as you are offered the chance
to live in different cities and work at a variety of Abbott businesses in a short period
of time. This experience places you in demanding assignments that draw on technical
ability as well as professional and leadership skills. To make the most of your
assignment experience, you are paired with a mentor who is an experienced Abbott
leader. Your mentor assists in adjusting to the company and required work transitions,
and supports your professional development.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 15
 Vault Guide to Management and Leadership Development Programs
Abbott Laboratories

By changing assignments throughout the program, you will develop a sound

understanding of our company and develop your leadership, technical and
interpersonal skills along the way. In fact, many program graduates are now in key
leadership roles with the company.

Development programs offer participants the same competitive salary and benefits as
other full-time opportunities with Abbott.

Qualifications of the candidate?

To qualify for the U.S. Professional Development Program, you must demonstrate:
• Strong academic performance and extracurricular achievement
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Leadership, communication and problem solving skills

• Exceptional interpersonal skills
• Proven track record of teamwork, adaptability, innovation, initiative and integrity

What is the program called?

The Engineering Professional Development Program.

Please describe the leadership program.

The Engineering Professional Development Program includes the following core
curriculum and requirements:

Core assignments:
• Plant engineering
• Product research and development engineering
• Division or corporate engineering

Qualifications of the candidate?

• BS or MS in chemical engineering, electrical engineering, mechanical
engineering or general engineering
• Engineering related internship/co-op/work experience
• Qualified candidates must be interested in pursuing careers in engineering
• Ideal candidates will have no more than one year of work experience to qualify
for this program.

What is the program called?

The Environmental, Health and Safety Professional Development Program.

What is the duration of the program?

Two to three years.

CAREER
16 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Abbott Laboratories

Please describe the leadership program.

Members of the Environmental, Health and Safety Professional Development
Program must complete at least one assignment in an operation or research and
development facility and two assignments in a division function.

Core assignments:
• Plant EHS support
• Research and development laboratory safety
• Industrial hygiene
• Environmental engineering
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Qualifications of the candidate?

• BS or MS in occupational safety and health discipline or environmental
engineering or equivalent degree
• Environmental, health and safety related internship/co-op/work experience
• Qualified candidates must be interested in pursuing careers in environmental,
health and safety.

What is the program called?

The Financial Professional Development Program

What is the duration of the program?

Two to three years

Please describe the leadership program.

The Financial Professional Development Program includes the following core
curriculum and requirements:

Core assignments:
• Financial planning and analysis
• Cost accounting
• General accounting

Qualifications of the candidate?

• BS in finance or accounting (Finance majors must have four key accounting
courses prior to hire.)
• Demonstrated leadership, communication and problem solving skills

What is the program called?

The Human Resources (HR) Professional Development Program.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 17
 Vault Guide to Management and Leadership Development Programs
Abbott Laboratories

Please describe the leadership program.

The Human Resources (HR) Professional Development Program seeks future HR
leaders at the beginning of their careers and builds their skills through the following
core curriculum and requirements:

Core assignments:
• Benefits
• Business HR
• Compensation
• Employee relations
• HR service center
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Learning and development

• Talent acquisition

Qualifications of the candidate?

• Bachelor’s or Master’s degree with an HR emphasis
• HR related internship and/or work experience
• Strong academic performance (GPA of 3.5 or higher)

What is the program called?

The Information Technology (IT) Professional Development Program.

Please describe the leadership program.

The Information Technology (IT) Professional Development Program will help you
develop core IT skills-programming, database organization, operating systems, web
publishing, data modeling/warehousing, network design and administration, data
security and system support.

Core assignments:
• BSA
• Development support
• Quality
• Business intelligence
• Software engineer
• Network security

Qualifications of the candidate?

• Bachelor’s or Master’s degree with an IT emphasis
• IT related internship and/or work experience

CAREER
18 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Abbott Laboratories

• Strong academic performance (GPA of 3.5 or higher)

What is the program called?

The Management Development Program

Please describe the leadership program.

The Management Development Program is based on individual experience and/or
business need, and may include:

Core assignments:
• Field sales
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Market research
• Product management
• Commercial operations

Qualifications of the candidate?

• MBA degree from a reputable program (emphasis in marketing, general
management or entrepreneurship preferred)
• Healthcare, marketing, sales and/or project management experience a plus
• Three to seven years professional work experience
• Geographic flexibility and a global mindset required for certain tracks

What is the program called?

The Manufacturing Professional Development Program

Please describe the leadership program.

The Manufacturing Professional Development Program includes the following core
curriculum and requirements:

Core assignments:
• Supply chain planning/materials management
• Operations supervision
• Project management
• Purchasing

Qualifications of the candidate?

• BS in operations management or related degree BS in chemical engineering,
mechanical engineering or industrial engineering, mechanical engineering or industrial
engineering will be considered if operation courses were included in curriculum.
• Manufacturing related internship/co-op/work experience

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 19
 Vault Guide to Management and Leadership Development Programs
Abbott Laboratories

What is the program called?

Physician Professional Development Program

Please describe the leadership program.

Through our Physician Professional Development Program, we provide opportunities
for physicians to develop into future leaders of Abbott’s pharmaceutical research and
development team.

Core assignments:
• Pharmacovigilance
• Clinical pharmacology
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Clinical and outcomes research

Qualifications of the candidate?

• MD, MD/PhD, DO or international equivalent medical degree that meets U.S.
certification standards
• U.S. board eligibility or certification (e.g., candidate is eligible for Illinois
license); or alternatively, international equivalent certification within a
recognized medical specialty
• Evidence of ongoing or history of residency and/or fellowship training in the U.S.
is required for U.S. medical graduates and is especially valuable for international
medical graduates.

What is the program called?

The Quality Assurance Professional Development Program.

Please describe the leadership program.

The Quality Assurance Professional Development Program includes the following
core curriculum and requirements:
Core assignments:
• Plant quality assurance
• Division or corporate quality assurance
• Division or corporate regulatory affairs

Qualifications of the candidate?

• BS or MS in life sciences (i.e., biology, chemistry, microbiology, etc.),
mathematics/statistics, pharmacy or applied quality sciences
• Quality assurance/regulatory affairs related internship co-op/work experience
• Qualified candidates must be interested in pursuing careers in quality assurance/
regulatory affairs

CAREER
20 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Abbott Laboratories

Additional Information
We recently were rated in the “50 Best Places to Launch a Career” by BusinessWeek
for the second year in a row, ranking No. 15, the highest ranked health care company
on the list.

The program enables participants to explore career opportunities and experiences

through a formal two- to three-year program based on the function or discipline with
assignments in different areas of the business. PDPs are structured to ensure that
participants develop key functional and leadership competencies through exposure to
a wide range of projects and experiences.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

A primary objective of the Professional Development Program is the development of

participants in preparation for future key positions within the Abbott organization.
Coaching and mentoring by our business leaders is a fundamental element of the
program.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 21
 Accenture
Company Web Site: Leadership Program Contact
www.accenture.com www.uscareers.accenture.com
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Defining Leadership
How does your company view leadership programs?
At Accenture we hire the best people and then we help them become even better.
Whether it’s for the next project, a promotion or general professional development,
our training is designed to prepare you for the next stage in your career.

Training is not just something you’ll do when you first join the company. We’ll make
constant investments in your development to keep you at the top of your game. In
2007 we invested more than $700 million in training/professional development and
provided an average of 83 hours of training per person.

Our training programs are tailored to individual needs. Accenture offer a unique
curriculum for each workforce, and tailors the specific courses for each career level.
Training is conducted in a variety of ways, from classrooms to the Web. We use a
well-managed combination of courses, practical experience on the job and feedback
to enable our people to develop specialist skills that help them grow professionally.

Another unique aspect of training at Accenture is the idea of “leaders teaching

leaders.” Many of our classroom courses are facilitated by Accenture leaders who
teach from their own experience, having experienced many of the successes and
challenges you will face on the job. In fact, last year over 2,000 of our faculty
assignments were filled by Accenture leaders from all of our workforces, all around

CAREER
22 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Accenture

the world. It is a great way to learn, and a great opportunity for Accenture people to
contribute and pass on what they have learned.

Mentors will also help you reach your full potential. Accenture encourages all
employees to foster mentoring relationships on a formal or informal basis. We have
mentoring programs for our women and ethnic minority professionals that provide
opportunity for candid dialogue and guidance on career issues. At Accenture, you’ll
also have a dedicated career counselor to help with your development plan, conduct
your annual reviews, and be available for coaching sessions throughout the year.

Leadership Programs and Training

Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Accenture has a number of training courses and leadership development programs.

Included below are highlights of the programs we lead for our recruits and
employees.

Accenture Student Empowerment Program

Duration: Three-year program
Description: This three-year program is targeted toward diverse and female rising
sophomores with majors in business, computer science and engineering.
Participating students will:
• Attend networking lunches to help establish a mentoring relationship
• Attend the Leadership Conference the summer following their second mentoring year
• Intern with Accenture for two summers, as rising juniors and rising seniors
• Gain valuable exposure to the business world, explore the consulting career path
and understand what companies are looking for

Accenture Student Leadership Conference

Duration: Three-day conference
Description: This three-day conference is held for a limited number of outstanding
seniors at our education center in St. Charles, Illinois (near Chicago). This helps
participants further develop and refine leadership skills and experience the same
learning environment as full-time employees.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 23
 Vault Guide to Management and Leadership Development Programs
Accenture

New Joiner Orientation

Duration: varies by location/employee
Description: New employers at Accenture attend New Joiner Orientation. This multi-
day class experience provides new hires with essential knowledge they need to
launch an Accenture career, whether straight out of university or a workforce veteran.
Since New Joiner Orientation is a worldwide program, it serves as an introduction to
our one global network. But since it is conducted in home offices, new employees get
the specific information they need as an Accenture employee in the local office.

Accenture Core Analyst School

Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Duration: two-week training course

Description: people who join Accenture’s consulting workforce as entry-level
consulting analysts join other consulting analysts from around the world for Core
Analyst School, an intensive, two-week training course at our training center in St.
Charles, Ill., just outside of Chicago. Through a rigorous set of learning experiences,
they discover how to deliver quality solutions using the same tools and methods
they’ll use on the job. As they explore “the big picture” of the work Accenture
performs, they develop a thorough understanding of how each workgroup in the
Consulting workforce builds value for our clients. And there are plenty of
opportunities to focus on developing personal, professional and people skills as well.

Core Curriculum Training:

Duration: ongoing commitment to training
Description: Accenture offers a core curriculum for all employees to provide a set of
courses and learning experiences that give the basic, foundational knowledge
employees need to succeed at each level of their Accenture career. For these core
curriculum courses, employees join their colleagues from all over the world, either
virtually or live, as they collaborate and learn together.

myLearning Global Portal

Duration: ongoing commitment to training
Description: Accenture’s single global learning portal, myLearning, directs our
people to over 20,000 online courses, virtual classroom courses, and other learning
resources to meet almost any business need. From “soft skill” courses like meeting
facilitation and peer management to “hard skill” courses like SAP training or budget
planning, Accenture employees can meet all their training needs through
myLearning.

CAREER
24 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Accenture

Minority Leadership Development Program

Description: enable diverse U.S. employees to be more successful and empower
them to be leaders at Accenture. This program includes virtual training and a two-day
classroom event focusing on key areas for leadership development such as teachable
point of view, communication, networking, mentoring and sponsorship, selling
effectiveness, teaming and action planning. Since the program’s initial rollout,
approximately 450 participants have completed the course. In our 2008 fiscal year,
the emphasis will be placed on the development of a follow-up program to help
participants continue progressing on their action plans and career development.

Leading a Diverse Workforce

Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Description: training enables Accenture’s executives to successfully lead an

inclusive work environment. Participants leave the course able to explain the
importance of inclusion and diversity, and describe the various dimensions of
inclusion and diversity. More importantly, participants will understand how to
implement key strategies for successfully leading and managing diversity. Time is
spent allowing executives the opportunity to apply techniques and frameworks to
their respective business entities and develop personal action plans thus creating a
positive impact in the organization. This course has been completed by 790
executives. In our 2008 fiscal year, this course will be rolled out to our diamond
client teams to ensure that we are creating an inclusive environment at the project
level. Additionally, the U.S. executive committee approved for two follow-up
sessions per project to measure the success of action plans completed at each project.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 25
 adidas AG
Adi-Dassler-Strasse Locations
91074 Herzogenaurach The adidas Group is a global player
Germany which is represented in markets all over
Phone: +49-9132-84-0 the world. To find out more about
www.adidas-group.com locations visit our web site at
www.adidas-group.com/en
/overview/locations/world.asp.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Leadership Programs and Training

What is the program called?
Business Management Program (BMP).

What is the duration of the program?

24-month-long program.

Please describe the leadership program.

The adidas Group Business Management Program (BMP) is a sophisticated general
management program. During four assignments you will face challenging tasks and
projects within several functions. Besides you get the chance to experience our brand
portfolio during this 24-month-long program at stops around the globe.

The BMP is designed to prepare you to take over a managerial role within a cross-
functional environment. An individual road map will be designed to perfectly fit your
development needs and ensure that you are prepared to take on a future management
role within a global environment.

The BMP is sponsored by Herbert Hainer (CEO) and you will be assigned a senior
management mentor. This will be accompanied with strong support in regards to your
personal and professional development by the human resources department (HR
Emerging Employees).

CAREER
26 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
adidas AG

What are the goals of the program?

• Develop strong knowledge of the adidas Group business, as well as the sporting
goods industry in general.
• Gain cross-functional experience during assignments with global, regional and
area/local scope.
• Learn to work in a multicultural and global environment.
• Gain strong project management experience.
• Get to know the global business structure, reporting lines and responsibilities.
• Enhance your soft and management skills.

What opportunities does the program provide?

Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Provided an excellent performance from your side, the Business Management

program will prepare you to take over a challenging position within a cross-
functional environment after the BMP.

The BMP will give you the chance to get a unique understanding of the adidas Group.
During four cross-functional assignments (marketing, sales or retail, finance and
operations) you will get an overview of the adidas Group and our brand portfolio at
several locations around the globe.

The assignments will offer you an insight into functional areas, processes and tools
with a global, regional and area/local scope. Overall you will gain a deep insight into
the complex structure and operations of the adidas Group.

Qualifications of the candidate:

• Professionals with three to six years work experience in a relevant field (e.g., blue
chip companies, ideally consumer-based). Cross-functional experience (sales,
marketing, operations, finance). Preferably first managerial experience.
• Top performance at work and during your studies
• Excellent results from established business schools (MBA)—You either recently
graduated or are about to graduate within the next couple of months
• International background studying and/or working abroad in different countries (at
least 12 months)
• High affinity for sport and the sporting goods industry and a strong will to succeed
(e.g. performance culture)
• Proactive, open-minded and flexible personality

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 27
 Aetna Inc.
151 Farmington Avenue Aetna Building 1
Hartford, CT 06156 980 Jolly Road
Phone: (860) 273-0123 Blue Bell, PA 19422
www.aetna.com
Aetna Building 2
Locations 1425 Union Meeting Road
Blue Bell, PA 19422
Hartford, CT (Corporate
Headquarters) Aetna Building 3
930 Harvest Drive
1000 Middle Street
Blue Bell, PA 19422
Middletown, CT 06457
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Phone: 1-800-87-AETNA

Leadership Programs and Training

What is the program called?
Actuarial Training Program (student and intern).

What is the duration of the program?

Twelve to 18 months for the student program, 12 weeks for the intern program.

Please describe the leadership program.

Aetna’s Actuarial Training Program, which includes a Student Program and an Intern
Program, provides participants with the experience, training and support necessary to
become a future financial leader within the company. The program offers a
challenging and supportive environment in which the actuarial student can attain
fellowship and grow professionally.

Actuaries are considered the financial engineers and the leading professionals in
finding ways to manage risk. They lay the foundation for long-term success by
designing and pricing new products, as well as ensuring that existing products are
financially sound. They also ensure that the company’s reserves are sufficient to meet
its future obligations.

CAREER
28 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Aetna Inc.

PROGRAM SUMMARY—ACTUARIAL STUDENT PROGRAM

Our Actuarial Student Program offers a strong management development component
with targeted rotational assignments and is managed through a formal student
committee. This committee is comprised of fellows who ensure student growth in the
skills and knowledge necessary to become a financial leader. Student Program
benefits include:

• Challenging interdepartmental rotations ranging from 12 to 18 months

• Valuable formal online training opportunities available on-demand
• Periodic in-person training sessions and networking opportunities
• Company-sponsored study time
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Paid review courses and study materials

• Paid exam fees and professional society dues
• On-site actuarial libraries and study rooms
• Automatic salary increases upon successful completion of each exam and upon
completion of ASA, plus other economic rewards for eligible candidates
including performance and promotional increases and bonus programs

PROGRAM SUMMARY—INTERN PROGRAM

Aetna’s actuarial interns receive hands-on experience analyzing data, improving
processes and learning what actuarial work is all about. Through different
assignments and planned intern activities, interns will see the variety of
responsibilities actuaries have in our company. Intern Program benefits include:

• Challenging preprofessional assignments reflective of current business needs

• Regularly scheduled formal training sessions with actuaries or other Aetna leaders
• Competitive hourly rates
• Temporary housing considerations

Intern entry requirements are similar to those for actuarial students; however,
internship candidates need not have any completed actuarial exams. Assignments
typically last for 12 weeks, from mid-May through mid-August.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 29
 Vault Guide to Management and Leadership Development Programs
Aetna Inc.

Qualifications of the candidate:

• 3.0 GPA or above is desired with a concentration in actuarial science,
mathematics, statistics or economics
• Demonstrated ability to successfully complete actuarial exams
• Strong analytical, critical thinking and communication skills
• Demonstrated leadership and initiative

What is the program called?

The Sales Professional Group School Training Program.

Please describe the leadership program.

Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

The E.E. Cammack Group School provides a transition from college to your career.
It is a highly selective training program that has earned a reputation for producing
world-class executives. This intensive program includes classroom and on-the-job
learning. In addition, an assigned mentor will support you as you contribute to
Aetna’s business results.

As an Aetna sales professional, you will represent our values and product portfolio to
customers and members every day. If you are career-oriented, have strong
communication and interpersonal skills and are interested in working with senior
decision makers in a dynamic environment, then the E.E. Cammack Group School
training program can be a bridge to your future.

Group school alumni hold high-profile positions both at Aetna and throughout the
industry. Aetna has a commitment to excellence that has existed throughout many
generations. Since the group school began in 1924, 102 classes have graduated from
this prestigious program. A career at Aetna is strongly rooted in history, with a
promising future through innovation and integrity.

Qualifications of the candidate:

• BS or BA
• 3.0 GPA or higher
• Integrity—Does the right thing for the right reasons, honors commitments, and
behaves ethically
• Leadership skills—Demonstrates the ability to motivate others to achieve goals,
and influence others through knowledge and skill. Displays confidence, self-
assurance, and composure.
• Communication skills—Expresses verbal and written concepts in an
understandable and organized manner. Interacts effectively with groups of people
at all levels.

CAREER
30 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Aetna Inc.

• Problem solving—Is focused and skilled at identifying the root problem, and is
effective at working through complex resolution scenarios.
• Work ethic—Demonstrates a sense of urgency and a strong competitive drive. Is
willing to go the extra mile, takes initiative and can handle a fast pace.
• Accountability—Seeks out information to support actions and takes
responsibility for own actions.
• Decision making—Seeks out information to support actions and takes
responsibility for own actions.
• Teamwork—Demonstrates the ability to work independently and as part of a
team. Exhibits strong interpersonal skills that demonstrate approachability,
appreciation for others, and the ability to form relationships.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Aptitude—Listens, retains key information, and translates information to

comparable situations. Willing to admit knowledge gaps and identify learning
opportunities in order to grow. Learns complex information quickly and can
apply to problem resolution.
• Management of resources—Uses available resources efficiently and is well
organized. Demonstrates effective time management skills, the ability to handle
multiple assignments and a high volume of work.
• Analytical skills—Able to analyze business processes, assess risk, identify
problems and make decisions, and uses data to support decisions and actions.
• Computer skills—Uses technology to deliver a more effective and efficient
service solution.

What is the program called?

The Aetna Information Services (AIS) Leadership Development Program (LDP).

What is the duration of the program?

Assignments last approximately eight months each and most members complete the
program in a three-year time frame.

Please describe the leadership program.

The Aetna Information Services (AIS) Leadership Development Program (LDP) is a
fast-track rotational program that will give you the opportunity to develop technical,
business and leadership skills allowing you to accelerate your professional growth.
This is more than just a job—it’s a potential career path.

LDP participants rotate through a series of challenging projects and technical

assignments within Aetna Information Services and other selected Aetna business
areas in our Pennsylvania and Connecticut offices.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 31
 Vault Guide to Management and Leadership Development Programs
Aetna Inc.

Rotational stops may include assignments in the following disciplines:

• Infrastructure and networking

• Application development
• IT architecture
• Software testing
• Database management
• Project management
• Strategic planning

The Leadership Development Program will expose participants to various

opportunities that result in delivering real business results. LDP participants are
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

trained, coached and evaluated to help them achieve optimum performance. At the
end of the program, successful participants have the opportunity to explore various
open positions within Aetna Information Services organization.

Qualifications of the candidate:

• BS or BA in computer science or management information systems, engineering,
business-related disciplines or the sciences
• 3.3 + GPA preferred
• Demonstrated strong communication, analytical, team, interpersonal and
problem-solving skills
• Previous intern/co-op work experience preferred

CAREER
32 LIBRARY © 2008 Vault.com Inc.
 Aflac
1932 Wynnton Rd Leadership Program Contact
Columbus, GA 31999 Gladys Williams-Tillmon
Phone: 1-800-992-3522 2nd VP, Learning & Development
www.aflac.com Phone: 1-800-992-3522
Locations Fax: (706) 596-2955
E-mail: [email protected]
Columbus, GA (HQ)
Albany, NY
Omaha, NE
Japan
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Defining Leadership
How does your company define leadership?
Aflac defines leadership as more than the ability to manage processes. Instead the
company defines a leader as someone with the ability to be a visionary who is
capable of effectively disseminating a strategic vision or goal throughout the
organization so that the workforce can effectively execute.

Leadership Programs and Training

What is the program called?
Aflac’s corporate training department facilitates two employee learning initiatives.
The first is a leadership development program, which offers on-site courses for all
employees from entry-level to senior management. There are three levels of classes,
some of which require employees to have taken prerequisite courses that are a part of
the offered curriculum. The instructor-led classes provide a variety of subject matter
for workers seeking both career and personal development and are designed to help
employees achieve a quality work/life balance. Course topics range from “Managing
Your Career” to “Preventing Diabetes.”

In addition to the on-site courses, the company also facilitates a training program
called Aflac Leadership Academy which provides a curriculum designed especially

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 33
 Vault Guide to Management and Leadership Development Programs
Aflac

for managers and officers of the company including senior management. Aflac
Leadership Academy provides middle and upper management with off-site training,
discussion and activities all designed to promote action-learning. Aflac provides
experienced external consultants to instruct the classes for the leadership academy.

What is the duration of the program?

Onsite courses available through Aflac’s corporate training department are offered on
an ongoing basis. At anytime throughout the year, employees interested in attending
a class can review the listing of available courses and register as a student.

Describe how your program(s) differ at different levels of leadership.

Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Aflac leadership development classes are offered at levels I, II and III. The courses
are customized for employees at varying career stages. For instance, there are classes
that are offered for new managers as well as courses that are designed with the entry-
level employee in mind. Additionally, the leadership academy program is modified
to fit the specific needs of the varying levels of management including supervisors,
middle-managers and company officers.

What are the goals of the program?

The overall goal of Aflac’s leadership development program is to take the
organization from good to great. The specific goal of Aflac’s Leadership Academy
program is to help the organization’s management to become successful at achieving
several core competencies. These include: strategic agility; managing vision and
purpose; perspective; business and financial acumen; learning on the fly; drive for
results; informing; sizing up people; developing direct reports; motivating others;
hiring and staffing; building effective teams; listening; integrity and trust;
adaptability; ethics and values; action orientation; and customer focus.

Qualifications of the candidate:

• All employees are eligible to participate in Aflac’s corporate training program.
• A variety of courses are available to employees of all levels who are interested in
career development.
• On-site courses are available in levels 1 through 3 and are designed for entry-level
to senior executive management.

Does the program have a special recruiting relationship with particular

universities/colleges/ grad programs?
No. Aflac’s corporate training and employee learning programs are managed in-
house and are made available to any employee who wants to attend a class.

CAREER
34 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Aflac

How many people are accepted into the program annually?

Classes are open to any employee pending course availability. (Depending on the
class, some pre-requisite classes may apply)

What percentage of LDP participants are hired fulltime?

All participants of Aflac’s Leadership Development program are already hired as
employees

Outline some other overall results from the program.

Aflac’s Leadership Academy has received some very positive results from
participants. More than 94 percent of employees at the senior vice president and vice
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

president level rated the content, facilitators and overall leadership summit as
effective or very effective.

Are there additional benefits and compensation that are tied in with these
LDPs?
No.

What percentage of your most senior leadership was produced from within
your company?
91 percent of Aflac’s employees at the senior vice president level and above have
been promoted up through the ranks or started with the company at one job and was
later promoted.

Who are some notable alumni that have come out of your company’s
leadership training/program(s)?
Audrey Boone-Tillman is an alumna of Aflac’s Leadership Academy. She is
executive vice president of corporate services for Aflac Incorporated. Ms. Tillman
began her career with Aflac in January 1996 as a member of the legal department.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 35
 Vault Guide to Management and Leadership Development Programs
Aflac

Leadership Program Statistics

Numbers and percentages requested are firm totals for U.S. offices on 12/31/07 and
on 12/31/06.)

2007 (Percentage total) 2006 (Percentage total)

Male 70.2% 70.0%

Female 29.8% 30.0%
African American 13.0% 12.2%
Hispanic/Latino(a) 2.6% 2.3%
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Asian American 2.4% 2.6%

Native American 0.0% 0.0%
Caucasian 82.0% 82.6%
Other 0.0% 0.3%

Going Forward: Plans for Leadership Expansion

Does your firm have any plans for future leadership development programs,
either formal or informal?
Yes.

If so, please describe them.

The Aflac Leadership Academy will be expanded to include employees at the
supervisor level. A similar curriculum to that of managers and senior leaders will be
designed to address the career development needs of employees’ who work as front-
line supervisors.

Please list any awards or recognitions your leadership programs have received,
as well as any commendations that the company has received for leadership.
Since 2001, Aflac has been recognized each year by Training Magazine as one of the
top corporations providing the best training and career development for its
employees.

CAREER
36 LIBRARY © 2008 Vault.com Inc.
 Alcatel-Lucent
54 rue de la Boétie Leadership Program Contact
75008 Paris E-mail: [email protected]
France
Phone: +33 1 40 76 10 10

600 Mountain Road

Murray Hill, NJ 07974
Phone: (908) 508-8080
www.lucent.com

Locations
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Paris (HQ)
Murry Hill, NJ

Defining Leadership
How does your company view leadership?
We firmly believe that every employee is in charge of managing his or her own career
and personal development. Our people management processes are designed to help
you shape your individual career path and plan development activities to support
your professional evolution.

Leadership Programs and Training

What is the program called?
The Performance Management Program.

Please describe the leadership program.

Our global Performance Management Program ensures that a regular dialogue takes
place between you and your manager in order to set expectations, assess performance
and address professional evolution and development needs. Our HR professionals
offer professional development support identifying and developing those people who
have the potential to hold leadership and key positions in the company.

With campuses throughout the world, Alcatel-Lucent University offers a broad range
of learning services to all employees through its “one stop shopping” learning portal.
Training is available in blended mode, thereby mixing classroom training with virtual

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 37
 Vault Guide to Management and Leadership Development Programs
Alcatel-Lucent

learning programs to optimize the time invested in learning. The different learning
curricula available are linked to specific job qualifications and certifications and pave
the way for our employee’s career development.

In our global organization you have endless development possibilities. We actively

encourage internal mobility not only geographical but also across job functions and
business units.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

CAREER
38 LIBRARY © 2008 Vault.com Inc.
 American Electric Power
1 Riverside Plaza Leadership Program Contact
Columbus, OH 43215 Michael Evarts
Phone: (614) 716-1000 Manager Development Solutions
Fax: (614) 716-4800 1 Riverside Plaza
www.aep.com Columbus, OH 43215
Locations Phone: (614) 716-2410
Columbus, OH Fax: (614) 716-4800
[email protected]
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Leadership Programs and Training

We have three major programs offered to AEP employees: AEP Leadership Program,
AEP The Ohio State University Strategic Leadership Program, Leadership Grid
Seminar.

What is the program called?

AEP Leadership Program.

What is the duration of the program?

Two-week program.

Please describe the leadership program?

The AEP Leadership program has been designed to help supervisors succeed in their
new and changing role. This program is the model for the development of our future
new leaders. It is a two-part program. Session I focuses on the role shift from
individual contributor to leader and provides models, concepts, and tools/techniques
that are foundational at all levels of leadership. Session II concentrates on the
application of those models, tools and techniques. All content is designed to create
value by preparing AEP leaders to progress quickly and successfully into the daily
performance of leading individuals or teams.

Target audience: First line supervisors, new supervisors, step up supervisors and new
managers.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 39
 Vault Guide to Management and Leadership Development Programs
American Electric Power

What are the goals of the program?

• Accelerate the transition into a leadership role
• Reinforce the basis for aligning corporate-organizational department goals with
employee’s key goals
• Establish the value of partnering with others
• Link organizational financial decisions to daily operations
• Build personal commitment to the growth and development of others
• Establish human resources as a partner in the daily operational issues of leadership

Program Outcomes:
• Behaviors that connect operational and relationship skills to high performance
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Retention and identification of key personnel through timely and objective driven
performance conversations
• Workplace culture that supports corporate and organization strategies and goals
• Controlling costs while maintaining productivity
• Improved partnership with human resources in providing answers and solutions to
employee questions and concerns

What is the program called?

AEP The Ohio State University Strategic Leadership Program.

What is the duration of the program?

Nine days plus a team project.

Please describe the leadership program?

The purpose of the AEP/OSU Leadership Program is to promote the shift from a
tactical emphasis of managing the day-to-day tasks to an emphasis on long-range,
strategic thinking. The program was designed after a discussion with business unit
representatives about their organization’s leadership needs. It is based on a clearly
defined competency model that emphasizes strategic behavior. The program has
been customized to meet the evolving needs of AEP. It consists of three three-day
sessions, with a two-week break between classes. During the break periods there are
work assignments, including work on a team project. Class sessions are led by OSU-
Fisher College faculty, assisted by AEP personnel.

Target audience: managers, senior managers and directors who are recognized for
long-term or upward potential.

CAREER
40 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
American Electric Power

What are the goals of the program?

Key Objectives
Orientation Session
1. Understand the program goals and objectives.
2. Receive information and instructions regarding an online business simulation.
3. Develop team charter.
4. Share broad overview of Team Charter with class.
5. Develop an awareness of individual behavioral tendencies through the DiSC
profile and develop strategies for working together on the team project.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Session I—Maximizing Results—Value Creation as Leaders

1. Gain an understanding of risk assessment, risk management and asset
management.
2. Understand the relationship between risk management and value creation.
3. Understand how to formulate a strategy to maximize shareholder return.
4. Prepare for functional decision-making responsibilities through the Fisher
Tycoon simulation.
5. Understand AEP’s:
a. Risk profile preferences
b. Cost of capital and capital budgeting practices.
c. Portfolio of investments.

Session II—Leading Forward—Strategy and the role of leaders

Objectives:
1. Learn how strategy drives value creation.
2. Understand leadership’s role in inspiring a shared vision, mission and values.
3. Evaluate how to gain organizational alignment behind strategy
4. Learn how to prepare for and drive organizational change.
5. Gain understanding of AEPs:
a. Strategic direction and priorities.
b. Culture and Core leadership expectations.

Session III—Fostering Teamwork and Bringing Out the Best—The pivotal

leadership skill of talent management
1. Construct meaningful personal leadership development plans for each participant
based on their feedback from the “Leadership Practices Inventory.”
2. Understand how “intangibles” like talent and intellectual capital are directly
related to the successful execution of strategy and value creation.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 41
 Vault Guide to Management and Leadership Development Programs
American Electric Power

3. Learn how to improve team effectiveness within organizations

4. Examine best practices in the area of talent management.
5. Learn from AEP executives how AEP focuses on performance management and
leadership planning and development.
6. Present results of team project.

What is the program called?

The Leadership Grid Seminar.

What is the duration of the program?

Four days.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Please describe the leadership program?

The Leadership Grid Seminar enables AEP leaders to manage and lead more
effectively, deal with ongoing organizational change, create more effective teams and
to help build more effective organizations and bring about cultural change.

Target audience: All AEP leaders, supervisor and above

What are the goals of the program?

Deepening Personal Awareness
• Use the grid framework to define sound and unsound behavior.
• Develop an objective understanding of how your behavior impacts others.
• Generate personal commitment based on genuine consensus.
• Use critique to inspire involvement, creativity, and commitment to producing
synergy

Implementing Change
• Overcome the doubt and fear associated with change.
• Define a strategy for personal change.
• Create norms that motivate and inspire excellence.
• Use critique to achieve continuous improvement and measurement.

CAREER
42 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
American Electric Power

Managing Conflict
• Approach conflict as a positive source of productive energy.
• Use candor to strengthen the quality of conflict resolution.
• Shift focus of conflict resolution from who’s right to what’s right.
• Use critique to build sound relationships based on mutual trust and respect.

Creating Vision
• Build a foundation of values to support vision.
• Use vision to strengthen personal and team commitment.
• Align personal vision with team and organization visions.
• Use critique to maintain a clear and meaningful vision.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

How do you identify leadership qualities?

Success profiles are developed for leadership positions. In addition, we have
leadership expectations that have been identified by executive management that
apply to all leaders and employees at AEP. These are: Lead Forward, Maximize
Results, Foster, Teamwork and Bring Out the Best

Going Forward: Plans for Leadership Expansion

Does your firm have any plans for future leadership development programs,
either formal or informal?
We will continue to offer the leadership programs described above.

Additional Information
AEP has a Leadership Talent Planning Program, which focuses on two key approaches:
• Replacement planning: This is a process in which potential replacement candidates are
identified from across the company for a specific position. The focus is on ensuring that
positions have potential successors available when they might be needed. Typically, a
leader or leadership team makes an initial readiness assessment (e.g., ready now, one to
three years, etc.) of the various candidates. A development plan is then created by the
potential replacement candidates to close any gaps identified.
• AEP-wide targeted development: This is a process to identify individuals who have the
aspiration and potential for top performance in higher leadership positions across the
business. Each year a small group of employees is selected based on consistent criteria
to participate in accelerated development. Participants will receive more in-depth
assessment and participate in assignments that offer greater learning and visibility.
Participation in the process is “fluid” … in other words we expect to employees to move
in and out of the process.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 43
 American Express Company
World Financial Center Leadership Program Contact
200 Vesey Street https://home.americanexpress.com
New York, NY 10285
Phone: (212) 640-2000

Locations
New York, NY (HQ)
American Express has locations in
130 countries.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Leadership Programs and Training

What is the program called?
The Global Leadership Express.

What is the duration of the program?

Twelve-month program.

Please describe the leadership program.

The Global Leadership Express is a 12-month program designed for MBA, MA and
PhD campus hires. The program develops global leaders by combining group
learning and self-paced study options into a dynamic experience. The following
timeline reflects the current structure which may evolve due to participant feedback.

Qualifications of the candidate:

The following attributes are among those that equate to a “great” candidate.
• Undergraduate of distinction with a relevant degree and academic awards
/scholarships
• Graduate with exceptional grades and academic awards/scholarships
• Additional degrees and certifications that go “above and beyond”
• Leadership positions in well-recognized clubs
• Career progress in work-related roles, evidencing a strong track record of
achievement and responsibility.
• Volunteer and extracurricular activities
• Involvement in leadership programs and fellowships
• Evidence of strong analytical and strategic thinking skills

CAREER
44 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
American Express Company

Describe other programs and resources that help in the development of your
employees.

Program Kick-Off Event: Two Days in New York City

Day One:
Your first step to leadership starts with meeting others who are moving within the
American Express organization. You’ll hear from company leaders as they share their
insights on business models, financial growth strategies, industry trends, competitive
strategies, and the challenges of a global marketplace. Then, you’ll put this valuable
information into play during an interactive case study that gives you a taste of what
to expect in your career.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Day Two:
Leadership here is different from anywhere else. Our people hold true to certain
beliefs and operate with the kind of integrity that makes American Express one of the
world’s most respected brands. During day two, you’ll learn about the American
Express Leadership Framework, our Blue Box Values, and the behaviors and
competencies that create success within our organization.

Campus Leadership Core Curriculum

Accelerate Your Understanding

Interactive Workshop: Valuing Diversity and Practicing Inclusion (VDPI)

Understand the impact of diversity as it applies to our company values, and global
marketplace and workforce. Learn why diversity is a business imperative for a
company that does business around the world, with customers and co-workers who
represent virtually every culture on the face of the earth.

Real-World Learning: Situational Self-Leadership (SSL)

Explore strategies designed to increase employee engagement, challenge ideas about
leadership, and enable high-performance partnerships between direct reports and
their managers.

Two-Day Class: Personal Presence

Discover and shape your own personal brand. Participate in group exercises and
theater techniques that will help build your credibility, confidence and
communication. Learn what supports (or detracts from) your individual ability to
influence various audiences.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 45
 Vault Guide to Management and Leadership Development Programs
American Express Company

Interactive Web-Based Sessions: Performance Management Workshops

Use these just-in-time tools to support your involvement in various phases of our
formal performance management process. Find out how goal setting, development
planning, and self-assessment help to create the future you want to have at American
Express. Uncover your strengths and the areas you are best suited for. Learn how to
communicate your aspirations and position yourself to excel within our organization.

Customized Business Skill Curriculum: Learn Exactly What You Need To Know
Customize your Global Leadership Express experience by choosing from several
elective online learning modules that allow for self-paced study on the topics that will
interest and benefit you the most:
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Managing for creativity and innovation

• Negotiating
• Making a presentation
• Persuading others
• Leading and motivating
• Project management
• Capitalizing on change
• Preparing a business plan
• Running a meeting
• Implementing strategy
• Focusing on your customer

Leadership Feedback Process—360 Degrees Of Honest Input

The Leadership Feedback Process (LFP) is a behavioral-based development tool that
asks you, your colleagues and your customers to provide feedback on your strengths
and weaknesses. Everyone who participates in LFP will receive an Individual
Feedback Report and Development Guide to support personal and professional
growth in these areas:
• Better understanding the impact you have on others
• Knowing what people perceive as your strengths (and how to leverage that)
• Identifying opportunities for improvement or implementing any necessary
“course corrections” early in your career
• Contrasting self perceptions with the perceptions of others
• Creating meaningful development plans

This information is taken from publicly available sources.

CAREER
46 LIBRARY © 2008 Vault.com Inc.
 Aon Corporation
Aon Headquarters Leadership Program Contact
200 East Randolph Street www.aon.com/about-aon/careers.jsp
Chicago, IL 60601
Phone: (312) 381-1000
www.aon.com

Locations
Australia • Canada • France •
Germany • Netherlands • Taiwan •
United Kingdom • United States
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Defining Leadership
How does your company view leadership?
Aon is committed to your ongoing professional development. Learning is a lifelong
endeavor, and Aon is a learning company. We offer a variety of training and
development opportunities, inside and outside the organization.

Leadership Programs and Training

What is the program called?
Aon’s Performance Management Process.

Please describe the leadership program.

Aon’s Performance Management Process is the mechanism we use to manage
employee performance worldwide. This process links results-oriented, performance
goals with the establishment of professional development plans each year. Individual
performance goals are established by the employee in conjunction with his manager;
they work together to identify the major assignments the employee will complete
during the year. These assignments, or objectives, are directly linked to the overall
business objectives of the corporation. Additionally, each employee works on
competency-based development plans throughout the year. The annual process
includes one formal written appraisal, as well as periodic informal progress reviews

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 47
 Vault Guide to Management and Leadership Development Programs
Aon Corporation

and a midyear assessment. Formalizing and monitoring the process for professional
growth and achievement is a key to attracting and retaining the highest-caliber talent.

Our career development program provides access to multiple resources:

• External college and university courses
• Aon University
• Business and job-specific training
• External college and university courses
• As an Aon employee, you may be eligible to receive reimbursement for job-related
courses and degree programs.

Qualifications of the candidate:

Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Relevant work/internship experience

• Mature and professional demeanor
• Involvement in extracurricular activities
• Strong communication skills, both verbal and written
• Ability to cultivate relationships
• Critical thinking, problem-solving and analytical skills
• The ability to work as an integral part of a team, fostering teamwork and
cultivating relationships, as well as work independently or with minimal direction
• Adaptability—quick learner
• Positive attitude
• Results-oriented
• Strong PC skills including knowledge of Microsoft Office Suite
• A minimum overall GPA of 3.0 strongly preferred
• Aon is an Equal Opportunity Employer. All applicants are evaluated without regard
to race, creed, sex, age, sexual orientation, national origin, color, handicap, or
disability. An internship with Aon does not confer permanent full-time
employment status. Interns are not entitled to employment benefits.

CAREER
48 LIBRARY © 2008 Vault.com Inc.
 Arrow Electronics, Inc.
50 Marcus Drive Leadership Program Contact
Melville, NY 11747-4210 www.arrow.com/careers/north_america/
Phone: (631) 847-2000 professional_development.html
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Defining Leadership
How does your company view leadership?
At Arrow Electronics, we know that continuous learning is an essential element of a
rewarding career. We encourage you to expand your knowledge, achieve individual
accomplishment and grow to become a significant, long-term contributor to our
overall success.

Our commitment to professional development is evident throughout the company—

from mentoring programs for entry-level employees to training for new managers.
We also strive to make our work environments centers of learning and provide
challenging assignments that prepare you for greater responsibility.

Leadership Programs and Training

What are the programs called?
Arrow University
A vast array of computer-based training courses—sales, management, logistics,
software/systems application, inventory management, and many others—available
through our online learning centers.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 49
 Vault Guide to Management and Leadership Development Programs
Arrow Electronics

Career Test-Drive
An opportunity for employees to assume the responsibilities of employees on
sabbatical leave, to learn new skills and try out a position prior to making a career
change.

Education Assistance
Financial assistance for eligible full-time employees who wish to enhance their
knowledge and training through external college and university programs.

Individual Development Plans

Employees have the opportunity to design their own development plan in conjunction
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

with their manager to further develop skills and competencies related to their chosen
specific career path.

This information is taken from publicly available sources.

CAREER
50 LIBRARY © 2008 Vault.com Inc.
 AT&T
175 E. Houston Leadership Program Contact
San Antonio, TX 78205-2233 Joanna Clark
Phone: (210) 821-4105 Associate Director, Student Hiring &
Fax: (210) 351-2071 Resource Program
www.att.com 2850 Midway Drive, Room 138
San Diego, CA 92110
Location
Houston, TX
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Defining Leadership
How does your company define leadership?
Our “Extraordinary Leader Model” is based on Zenger/Folkman’s research
conducted through 360-degree feedback surveys and analyzing actual organizational
results on over 20,000 managers, which provided a substantial database of results
from hundreds of companies. From the research, AT&T has adopted five critical
leadership areas and 16 supporting competencies that highly correlated effective
leadership and strong organizational results. The following five areas identify how
AT&T evaluates leadership:

• Character
• Leading change
• Focus on results
• Personal capability
• Interpersonal skills

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 51
 Vault Guide to Management and Leadership Development Programs
AT&T

Leadership Programs and Training

What are the programs called?
• Leadership Development Program (LDP)
• Leadership Development Internship (LDP Internship)
• Financial Leadership Program (FLP)
• Management Transition Exchange (MATREX)
• Retail Management Development Program
• Emerging Sales Professional Program (ESP)
• AT&T Mobility College Sales Program
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• AT&T Labs Internships

• Engineering Co-op Program

What is the duration of the programs?

• LDP: 24 to 28 months
• LDP Internship: 10 to 12-week summer internship
• FLP: Three years
• MATREX: Six months
• Retail Management Development Program: Begins with a six-month training
program (not an internship)
• ESP: Six months
• AT&T Mobility College Sales Program: Six-week training program
• AT&T Labs Internships: 10-week summer program
• Engineering Co-op Program: This program is designed for engineering students
whose school participated in a co-op program. The requirements to participate are
four to five months working full time, back to school for four to five months, and
then returning to our program for another rotation.

Please describe the program.

LDP: The Leadership Development Program (LDP) is a two-year rotational program
for recent bachelor’s and MBA graduates with outstanding leadership potential.
Established in 1988, LDP is AT&T’s flagship leadership development program.

Participants are placed in three diverse work assignments over 24 to 28 months.

Rewards include career development, exposure to key areas within AT&T, frequent
developmental feedback and accelerated career growth for successful participants.
Each LDP class represents diverse educational backgrounds including graduate-level
degrees with majors in business and related disciplines.

CAREER
52 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
AT&T

LDP Internship: A prelude to the full-time, two-year rotational program is the LDP
Internship Program. The Internship Program is designed for undergraduates and
graduate students who are within one year of graduation. This 10 to 12-week summer
internship program offers high-caliber students an excellent opportunity to perform
challenging work while evaluating their compatibility with AT&T.

FLP: Recognized as the leadership development program of the AT&T Finance

organization, FLP offers high profile rotations that allow FLPs to participate in
decision making and interact with keep members of the senior management team.

As a member of FLP, participants gain access to a broad selection of positions

throughout AT&T’s Finance Organization. Through a job rotation process,
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

participants have the opportunity to contribute in areas such as:

• Auditing
• Business Case Development
• Corporate Controllers/Accounting
• Corporate Planning
• Corporate Strategy
• Credit and Collections
• Financial Analysis
• Forecasting
• Investor Relations
• Regional Business Unit Finance
• Regulatory Compliance
• Tax
• Treasury

MATREX: MATREX, Management Transition Exchange is the Information

Technology entry-level hiring program.

The MATREX team is comprised of recent college hires with varying IT skill sets in
the San Ramon, Hoffman Estates, Ill., Middletown, N.J., Richardson, Texas, and St.
Louis, Mo. areas. The group consists of recent college graduates in the areas of
client/server, mainframe and web development.

Through training and project assignments, MATREX members will develop the
professional and technological skills necessary to succeed as part of the AT&T team.
The MATREX team was established to teach the standards of AT&T and give newly
hired employees the opportunity to share fresh ideas with different groups.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 53
 Vault Guide to Management and Leadership Development Programs
AT&T

The MATREX program allows its members to collaborate with project teams and
work with one another. By doing so, the group will share and improve its diverse
skills. With the numerous skill sets represented, the MATREX resources showcase
their skills on a variety of technical platforms, disciplines and strategic project areas.

Retail Management Development Program: The premier Retail Store Manager

training program for recruiting and developing the talent of recent top college
graduates. This program is designed for those interested in retail management and a
promising career path. AT&T offers a unique program to develop potential in an
innovative, dynamic retail environment with over 2,000 retail locations throughout
the United States.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

The multifaceted Retail Management Development Program begins with a six-month

training program based at AT&T’s wireless division headquarters in Atlanta, GA.
This training provides high-potential college graduates with the education, skills and
confidence needed to launch a promising and progressive retail management career
with us.

Core components of the program include:

• Intensive leadership, management and coaching skills development

• Classroom training and practical, hands-on assignments—both individual and
team-oriented
• On-site, in-store rotations interacting and learning from our very best retail experts

ESP: Participants in this program complete a six-month paid program within an

AT&T Sales Center supporting the top 10,000 U.S. business customers. During the
program, participants are mentored by a senior salesperson, while working to
contribute to overall sales quotas.

As one of the most recognized and most respected brands in the world, AT&T is the
kind of company where you can have an impact that reaches far beyond the company
itself.

The Emerging Sales Professionals Program at AT&T is designed to give participants

the breadth and depth of business experience that it takes others an entire career to
achieve. As an Emerging Sales Professional participant, participants complete a six-
month paid program within an AT&T Sales Center supporting the top 10,000 U.S.
business customers. During the six-month program, participants will be mentored by
a senior member of our sales team, as well as contribute to sales quota attainment as
a member of the sales team. Participants will learn about the communications

CAREER
54 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
AT&T

industry from the inside, while discovering the value of teamwork, initiative and
entrepreneurial thinking.

AT&T Mobility College Sales Program: This program is an opportunity to jump

right in to the world of small business sales and experience true on-the-job learning
as participants’ partner with field sales, developing the necessary attributes for a
successful future at AT&T. This program is an ideal starting point for those who are
ambitious, familiar with networking and wireless capabilities.

The AT&T Mobility Sales Professional Training program can put careers on the fast
track for people who possess the following: In the final year of completing a
bachelor’s or master’s degree or graduated in the past three years; passion for
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

business to business sales and strong interest in a corporate sales career path;
interested in a career in a dynamic and exciting industry; place high importance on
working for a well-established company with worldwide visibility and high ethical
standards.

Conducted at the College Hire Sales Center in Atlanta, the Mobility Sales
Professional Training Program is designed to give participants the breadth and depth
of business experience that takes others an entire career to achieve. As a College Hire
Account Executive, participants complete a five-month paid program within the
AT&T Mobility College Hire Sales Center supporting small business markets.
Participants receive corporate paid housing located within minutes of the office.

During the program, participants will develop skills through instructor-led and web-
based training on solution selling, products and services. Participants are eligible for
additional compensation based on sales quota attainment. Participants will learn
about the communications industry from the inside, while discovering the value of
teamwork, initiative and entrepreneurial thinking. Participants will be expected to
perform at a very high level.

AT&T Labs Internships: AT&T Labs is 10-week summer program for PhD
candidates with technical and scientific degrees designed to focus on short-term
technical projects, strengthen AT&T’s position in the academic community and
recruit future employees. Candidates support various technical initiatives in AT&T
Labs including Optical transport, Network Management, IP and Voice services,
Software Systems Research, Information Mining Research, Global Access
Technologies, TDM/IP Voice, Video and Converges Services.

Engineering Co-op Program: This program is designed for candidates completing

an engineering degree who hold specific engineering roles.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 55
 Vault Guide to Management and Leadership Development Programs
AT&T

Describe how your program(s) differ at different levels of leadership.

LDP: LDP participants are “high potential” recent college graduates who have
already demonstrated leadership and academic excellence and who are expected to
exemplify AT&T’s highest standards of performance, ethics and leadership. Target
candidates include those with business acumen (through work experience or
education) and the desire and aptitude to lead large teams and potentially end up on
the executive track within a Fortune 10 organization. The AT&T LDP Program gives
candidates a jump start into a career with an ever-evolving leader in the
communications industry.

LDP Internship: The LDP Internship participants are a diverse group of talented
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

individuals with a variety of educational backgrounds who are expected to exemplify

AT&T's highest standards of performance, ethics and leadership. The AT&T LDP
Internship Program gives candidates a jump start into a career with an ever-evolving
leader in the communications industry.

FLP: This program targets MBA students and those who already have corporate
work experience; therefore, this program takes leadership a step above some of our
other programs by offering high-profile rotations to allow FLP’s to participate in
decision making and interact with key members of the senior management team.
Similar to our LDP program, FLP’s include those with business acumen (through
work experience or education) and the desire and aptitude to lead large teams and
potentially end up on the executive track within a Fortune 10 organization.

MATREX: After a six-month period, participants will be removed from their

rotational assignments and placed in a full-time position within the IT department.
By that time, they will have a sense of AT&T’s direction as well as the experience
and knowledge to contribute to its evolution.

ESP: The Emerging Sales Professionals Program is supported by the AT&T sales
leadership team and a focused management staff, as well as a community of sales
volunteers and industry experts. Participants are expected to perform at a very high
level and successful completion of the program will lead to a challenging and
rewarding sales position.

AT&T Mobility College Sales Program: This program is a full-time opportunity for
high achieving recent graduates to hit the ground running in B2B sales, which
requires the ability to be an effective leader and relationship builder.

AT&T Labs Internships: The Labs Internship is a midlevel program, recruiting

PhD candidates in more of a niche role of the scientific and academic areas and

CAREER
56 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
AT&T

providing an opportunity to work in a research and development environment of a

Fortune 10 organization.

Engineering Co-op Program: This is an entry-level program for students in the

final phase of completing their engineering degree, to allow them an opportunity to
get their foot in the door to practically apply their knowledge, skills and abilities
within a Fortune 10 company that is a leader in the communications industry.

What are the goals of the program?

LDP: The goal of the program is to develop competitive leaders with the skills and
experience to perform well in various positions and organizations across the
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

company. Participants should expect to enhance their career development

opportunities, exposure to key areas within AT&T, frequent developmental feedback
and accelerated career growth for successful participants.

LDP Internship: The goal of the program is to develop potential candidates for
AT&T’s Leadership Development Program. Consideration is based on individual job
performance, feedback from the LDP internship supervisor, and a final presentation.
Individuals who qualify will complete additional interviews with members of the
LDP corporate staff.

FLP: With FLP, participants have the opportunity to build solid relationships with
leaders and peers. Throughout the assignment, the FLP staff provides guidance and
helps participants make informed career decisions. Whether it’s helping participants
select assignments to match their respective interests and support their career paths,
or coaching on post-FLP opportunities, staff members provide consistent individual
attention for the duration of the program.

Participants also work directly with a mentor who is an experienced business leader.
The mentor acts as both coach and confidant. Through one-on-one discussions with
a mentor, participants become familiar with the dynamics of a corporate culture and
the nuances of successful career planning. Participants benefit from personalized
feedback, and can practically apply their expertise in discussions of real-life business
issues.

While networking distinguishes participants as an individual, the FLP also reinforces

the importance of a team approach. Working with other FLP peers who share the
desire for challenge, participants are able to build relationships that will last
throughout their careers.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 57
 Vault Guide to Management and Leadership Development Programs
AT&T

MATREX: The MATREX mission is to provide AT&T with highly motivated

individual’s intent on sharing ideas and benefiting from the vast knowledge of peers
and was established to teach the standards of AT&T and give newly hired employees
the opportunity to share fresh ideas with different groups.

The MATREX program strives to help new IT employees receive a quick and solid
foundation in the workings of AT&T. To accomplish this, members of the MATREX
team gain experience through all of the following:

• Courses in project management and hands-on experience

• Placement on one to two work assignments
• Technology training in desired skill growth area
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Management/leadership training
• Overviews of the IT industry in application

Retail Management Development Program: The AT&T Retail Management

Development program is not an internship, but an employment opportunity to get on
the fast-track to a rewarding career with AT&T. Program benefits include:

• Customized training curriculum emphasizing management and leadership skills

• Opportunity to develop supportive professional relationships
• Career path to retail management and related leadership roles within AT&T
• Future career possibilities throughout AT&T not just in retail, but also in
marketing, sales operations, customer care management
• Access to AT&T employee benefits from day one

ESP: Available opportunities will be subject to business needs at the time of

apprenticeship completion.

AT&T Mobility College Sales Program: Successful graduation from the Mobility
Sales Professional Training Program leads to a promotional opportunity as a Business
Account Manager, a challenging and rewarding business to business field sales
position.

Participants must be prepared for relocation to another U.S. market after successful
completion of the program. In market, participants will be securing new business and
managing existing accounts for companies with 50 to 100 employees.

AT&T Labs Internships: RFT Lab opportunities may be offered upon completion
of advanced degree, PhD or Master’s depending on position, usually one to two years
from date of internship.

CAREER
58 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
AT&T

Engineering Co-op Program: To assist with our expanding footprint in the

Southeast region as it relates to construction and engineering department needs. Our
goal is to be able to hire the best of the best at graduation time, if a successful work
experience is achieved.

Qualifications of the candidate:

LDP:

• Graduate degrees (MBA, MS, MA) or undergraduate degrees emphasizing

business, finance or technical disciplines
• Experience holding a minimum of two officer roles in extracurricular
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

organizations, and/or relevant work history that reflects experience in directly

supervising others, delegating tasks and resolving conflicts
• Minimum GPA of 3.0
• Geographic mobility

LDP Internship:

• Graduate degrees (MBA, MS, MA) or undergraduate degrees emphasizing

business, finance or technical disciplines
• Experience holding a minimum of two officer roles in extracurricular
organizations, and/or relevant work history that reflects experience in directly
supervising others, delegating tasks and resolving conflicts
• Minimum GPA of 3.0
• Geographic mobility
• Intern candidates must be within one year of graduation

FLP: All candidates are required to go through an initial screening process.

Screening takes place on-campus or via phone interviews. The most qualified
candidates may be invited to on-site interviews in San Antonio, Texas.

For initial consideration, a candidate must meet the following criteria:

• Be in the final year of completing an MBA with a focus on finance, accounting or

economics
• Have more than three years of corporate work experience
• Demonstrate exemplary leadership and strategic thinking attributes
• Display strong communication skills
• Must be a U.S. citizen or have permanent work authorization
• Must be mobile

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 59
 Vault Guide to Management and Leadership Development Programs
AT&T

Rotations are typically located in the following geographic locations:

• San Antonio, TX
• Dallas, TX
• Bedminster, NJ
• San Ramon, CA
• Pleasanton, CA
• Chicago, IL
• Hoffman Estates, IL

MATREX: Education requirement include (but are not limited to) one of the
following bachelor’s degrees:
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Computer Science
• Computer Engineering
• Management Information Systems
• Computer Programming
• Information Systems and Sciences

Retail Management Development Program:

• Recent undergraduate degree emphasizing Business, Retail Management or

Marketing
• Minimum GPA of 3.0
• Demonstrated leadership abilities
• Strong communication skills—written and verbal—and excellent interpersonal
skills
• Passion for working with people and delivering world-class customer service
• Prior retail experience a plus, but not required
• Computer skills and knowledge
• Willingness to relocate to Atlanta, Ga., for duration of training program and travel
to markets as needed
• Willingness to relocate anywhere within AT&T’s U.S. coverage area upon
completion of program based upon current business needs

ESP:

• In final year of completing a bachelor’s degree

• Passion for sales and strong interest in a sales career path
• Must be mobile and open to relocation to Atlanta, Ga., for the six-month program

CAREER
60 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
AT&T

• Participants should also be prepared for potential relocation to another major U.S.
city after completion of their six-month program. Available opportunities will be
subject to business needs at the time of apprenticeship completion.

AT&T Mobility College Sales Program:

• Minimum 3.0 GPA

• Demonstrated leadership through active involvement
• Excellent oral and written communication skills
• High customer service standards
• Strong technical aptitude and passion for technology
• Ability and ambition to thrive in a Sales environment
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Graduated within past three years from undergraduate or graduate program

• Willing and able to relocate to another territory in the U.S.
• Valid and clean driver’s license, current auto insurance and a reliable vehicle per
transportation needs of the market.

AT&T Labs Internships:

PhD candidates with technical and scientific degrees

Engineering Co-op Program:

• In the process of acquiring a degree in engineering (civil, mechanical, electronic,

etc.); enrolled in an accredited industrial, civil, mechanical or electrical
engineering program
• Must be a sophomore or above
• GPA of 2.8 or higher
• Microsoft Word and Excel
• CAD experience a plus

Does the program have a special recruiting relationship with particular

universities/colleges/grad programs?
LDP: AT&T is currently evaluating a more centralized approach to targeting schools
on a nationwide basis by our various leadership programs; however, until that is
complete, target schools for this program include, but are not limited to: Purdue,
Indiana, Illinois, Notre Dame, Boston University, Seton Hall, Georgia Tech, Emory,
Duke, Texas A&M, Oklahoma, University of Texas-Austin, Berkley, Stanford,
University of Southern California; Virtual campuses—DePaul, Wisconsin, Michigan,
Boston College, Wake Forest, North Carolina, Vanderbilt, Clark Atlanta, University
of Missouri-Columbia, SMU, Pepperdine, University of California-Davis, University
of California-Irvine, UCLA.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 61
 Vault Guide to Management and Leadership Development Programs
AT&T

LDP Internship: same as above

FLP: AT&T is currently evaluating a more centralized approach to targeting schools

on a nationwide basis by our various leadership programs; however, until that is
complete, target schools for this program include, but are not limited to:
Northwestern, University of Michigan, University of Virginia, Duke, University of
North Carolina, Babson College, Bringham Young, University of Oklahoma, UT
Austin, Georgia Tech, UC Berkeley, Southern Methodist University.

MATREX: AT&T is currently evaluating a more centralized approach to targeting

schools on a nationwide basis by our various leadership programs; however, until that
is complete, target schools for this program include, but are not limited to: Illinois
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

State, Georgia State, Southern Methodist University, Rutgers University, Stephens

Institute of Tech, Cal Poly San Luis Obisbo, DePaul University, Devry Institute of
Chicago, Georgia Southern, Illinois Institute Tech, NJ I Tech, San Jose St. University,
Southern Illinois University, Southern Poly State University, St. Louis University,
Texas A&M, Truman State University, University of Missouri Rolla (MST),
University of Missouri St. Louis, University of Missouri-Columbia, UC Davis, UT
Arlington, UT Dallas.

Retail Management Development Program: AT&T is currently evaluating a more

centralized approach to targeting schools on a nationwide basis by our various
leadership programs; however, until that is complete, target schools for this program
include, but are not limited to: University of FL, University of AZ, University of WA,
University of WI, Texas A&M, SMU, Santa Clara, Syracuse, University of Arkansas
and any schools with retailing centers or academic areas of study and/or retailing
center partnerships.

ESP: AT&T is currently evaluating a more centralized approach to targeting schools

on a nationwide basis by our various leadership programs; however, until that is
complete, this program partners with schools with sales development programs.

AT&T Mobility College Sales Program: AT&T is currently evaluating a more

centralized approach to targeting schools on a nationwide basis by our various
leadership programs; however, until that is complete, this program partners with
schools with sales development programs.

AT&T Labs Internships: AT&T is currently evaluating a more centralized approach

to targeting schools on a nationwide basis by our various leadership programs;
however, until that is complete, target schools for this program include: Harvard,
Princeton, MIT, Yale, Cornell, Columbia, Brown, Rutgers, Penn State, University of

CAREER
62 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
AT&T

Michigan, Carnegie-Mellon, USC (University Southern Cal), University of

Maryland, NYU, University of Texas-Austin, UC Berkley, Irvine, Davis New Jersey
Institute of Technology, Stanford, Georgia Institute of Tech, Resselaer Poly Institute,
University of Illinois Urbana, UC San Diego, University of Arkansas, University of
Massachusetts, Rutgers University, Stevens Institute of Tech.

Engineering Co-op Program: AT&T is currently evaluating a more centralized

approach to targeting schools on a nationwide basis by our various leadership
programs; however, until that is complete, target schools for this program include,
but are not limited to: Georgia Tech, Auburn, LSU, North Carolina State University,
University of Kentucky, University of North Carolina, University of South Carolina,
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

University of Southern Mississippi, University of Tennessee Knoxville, University of

Florida.

How many people are accepted into the program annually?

LDP: 100

LDP Internship: 80

FLP: In order to ensure that all participants have an enriching experience, class size
will vary from year to year depending upon the specific business needs of the finance
community. Typically 10 to 15

MATREX: Interns: 100; FTE: 130

Retail Management Development Program: 105 to 120

ESP: 20

AT&T Mobility College Sales Program: 130

AT&T Labs Internships: 60 to 80

Engineering Co-op Program: 172

(The following are responses for all of AT&T’s leadership programs collectively)

How do you identify leadership qualities?

AT&T’s performance management model includes an internal competency
assessment for identifying “extraordinary leaders” and includes competencies in the
following areas: Character, Leading Change, Interpersonal Skills, Personal
Capability, and Focus on Results.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 63
 Vault Guide to Management and Leadership Development Programs
AT&T

What percentage of LDP participants are hired fulltime?

In 2007, 89 percent were offered and 80 percent accepted.

Outline some other overall results from the program?

Developing solid business acumen, strategic thinking and improving leadership
effectiveness.

Are there additional benefits and compensation that are tied in with these
programs?
Benefits are the same as traditional employees’ and compensation is determined by
the nature of the program, as well as the person’s education and experience coming
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

into the program. All internship programs are paid.

What percentage of your most senior leadership was produced from within
your company?
96 percent.

Who are some notable alumni that have come out of your company’s
leadership training/program(s)?
• Rick Welday, Chief Marketing Officer Consumer is responsible for companywide
consumer product marketing. LDP class of 1990.
• Bill Huber, Senior Vice President, Sales Effectiveness, responsible for sales
efficiency across all business communication channels. LDP class of 1988.
• Diana Young, Vice President, Municipal Affairs. LDP class of 1990.

Leadership Program Statistics

(Numbers and percentages requested are firm totals for U.S. and international offices
on 12/31/07 and on 12/31/06.)

2007 (Number/%total) 2006 (Number/%total)

Male 64,371 (59%) 65,345 (58%)

Female 45,424 (41%) 47,564(42%)
African American 14,607 (13%) 15,196 (13%)
Hispanic/Latino(a) 8,097 (7%) 7,749 (7%)
Asian American 7,902 (7%) 7,903 (7%)
Native American 528 (1%) 520 (1%)
Caucasian 78,570 (72%) 81,494 (72%)
Other 1% 1%

CAREER
64 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
AT&T

Going Forward: Plans for Leadership Expansion

Does your firm have any plans for future leadership development programs,
either formal or informal?
Not at this time. We have several leadership development programs currently in
place for multiple areas of our business. Each program is re-evaluated every year
against overall business and leadership needs.

Recognition
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Please list any awards or recognitions your leadership programs have received, as
well as any commendations that the company has received for leadership.

• Top 10 Internships, Vault Inc. (2007)

• AT&T is America’s Most Admired Communications Company, Fortune Magazine
(March 8, 2008). AT&T earns Fortune magazine's No. 1 spot in America for the
10th time in the past 13 years.
• America’s Most Admired Communications Company, Fortune magazine (1996 -
1998, 2000 to 2004, 2006, 2008)
• World’s Most Admired Communications Company, Fortune magazine (1997 to
2000, 2002 to 2004, 2006, 2008)
• Top 50 World’s Most Admired Companies, Fortune magazine (2008)
• Company of the Year, Forbes magazine (2006)
• 2007 Corporation of the Year, 100 Black Men of America Inc. (2007)
• Page Principles Award, Arthur W. Page Society (2006)—AT&T was awarded this
prestigious honor for its massive communications response in the wake of
Hurricane Katrina in 2005.
• Best Places to Launch a Career, BusinessWeek magazine (2006)
• The 25 Most Generous Corporate Foundations, Forbes magazine (2006)
• The AT&T Foundation was ranked 11th on Forbes magazine’s list of top corporate
donors, based on its philanthropic expenditures in 2004.
• Best Places to Work, Human Rights Campaign (2006, 2008)
• Top 50 Companies for Diversity and Hall of Fame, DiversityInc (2001 to 2007)

• DiversityInc ranked AT&T third among its 2007 Top 50 Companies for Diversity.
• Top 10 Companies for Recruitment & Retention, DiversityInc (2006, 2007)
• Top 10 Companies for African Americans, DiversityInc (2006, 2007)
• 40 Best Companies for Diversity, Black Enterprise magazine (2005, 2007
• Top 50 Companies for Black MBAs to Work, Black MBA magazine (2007)

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 65
 Vault Guide to Management and Leadership Development Programs
AT&T

• The 50 Best Companies for Latinas to Work, LATINA Style magazine (1998 to
2007)
• Diversity Elite 60, Hispanic Business magazine (2005 to 2007)
• Corporate Diversity Honor Roll, Latin Business magazine (2004 to 2007)
• Top 50 Most Military-Friendly Employers, G.I. Jobs magazine (2004 to 2007)
• InfoWorld 100 (2007): In 2007, AT&T ranked in the top 10 in this awards program
honoring IT projects that demonstrate the most creative use of cutting-edge
technologies to further companies' business goals.
• Network World 200 (2001 to 2006): AT&T Inc. ranked No. 1 among the top-200
networking companies in North America in 2005 and 2006, according to Network
World magazine.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• CIO 100 (2007): AT&T was named to this list of organizations that exemplify the
highest level of operational and strategic excellence in information technology.
• Network World 10 Most Powerful Companies (2005 to 2006): The company has
been ranked No. 1 among Network World’s 10 most powerful companies for two
years running.
• InformationWeek 500 (2005 to 2007)

CAREER
66 LIBRARY © 2008 Vault.com Inc.
 Avery Dennison Corporation
150 North Orange Grove Boulevard Leadership Program Contact
Pasadena, CA 91103-3596 www.jobpilot.com/stellenanzeigen/7d5
Phone: (626) 304-2000 /22/1357002.htm?footer=none
Fax: (626) 792-7312
www.averydennison.com/

Locations
There are more than 200 facilities
worldwide manufacture and sell
products that are used every day,
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

everywhere in 89 countries. More

than 60 percent of all positions are
located outside the US.

Defining Leadership
How does your company view leadership?
Avery Dennison has ongoing opportunities for career development and personal
growth. In fact, the Human Resource Planning Society and Hewitt Associates
recently named Avery Dennison one of the Top Companies for Leaders. When you
join Avery Dennison, you have the opportunity to not only work with the best, but to
be your best.

You will be part of a company where growth, productivity and people are strategic
priorities. We encourage intellectual curiosity and professional development. We are
continually looking for ways to make the most not just of potential business
opportunities, but also of the potential of its employees.

In the company’s 70+ year history, all five Avery Dennison CEOs have been
internally developed. Over the last five years, 85 percent of vice president-level
position openings have been filled internally.

If you’re skilled at analyzing and solving problems, making decisions and building
relationships; an innovative and customer-focused thinker; and committed to setting
and achieving high goals, then here’s what you should know about our multifaceted
Leadership Development Programs.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 67
 Vault Guide to Management and Leadership Development Programs
Avery Dennison Corporation

Leadership Programs and Training

What is the program called?
The Global Operations Leadership Program (GOLD).

What is the duration of the program?

Two 12- to 18-month rotations.

Please describe the leadership program.

During two 12- to 18-month rotational assignments in different businesses and
locations, qualified candidates complete:
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Enterprise Lean Sigma training

• One or more business projects
• Facilitate/lead at least one Kaizen event
• Action Learning/Leadership Development Forums

Potential full-time positions available upon program completion include:

• ELS project leader
• Process engineer
• Line supervisor
• Team leader
• Planner
• Master scheduler
• Supply chain analyst
• Technical service manager
• Capital equipment selection manager

Qualifications of the GOLD candidate:

A candidate is a highly focused individual who is interested in gaining hands-on
experience in project management, process improvement, materials management or
related areas in operations, manufacturing, engineering or logistics.

• Must have a bachelor’s degree, or equivalent experience in manufacturing,

engineering, logistics or related discipline
• GPA of 3.3 or higher
• Able to move within a specified region for the next two plus years (every 12 to 18
months in the U.S.; every 12 months in Europe; every 12 months in Asia—not
limited to China)

CAREER
68 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Avery Dennison Corporation

What impact does the program have on the candidates’ career path?
• Gain hands-on management leadership experience through a series of cross-
functional or specialty assignments in different locations during a two-year period.
• Receive in-depth training, mentoring and support to develop the business
knowledge, technical expertise and management skills needed for ongoing success.
• Have the opportunity to continue progressing at a fast pace in your career upon completion.

What is the program called?

The Finance Leadership Development Program (FLDP).

What is the duration of the program?

Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Two-year rotational program.

Please describe the leadership program.

Participants in our FLDP gain in-depth exposure and experience in many areas of
Avery Dennison’s business and financial organization.

During the first two years with the company, you will rotate within various Avery
Dennison sites and businesses while learning different financial competencies. All
rotations occur within one of our regional programs in the U.S., Europe and China.
During these rotations, you will work in and learn about:

• Business analysis
• Manufacturing operations
• Plant accounting
• Internal audit
• Financial reporting

You will build competencies such as:

• Customer analysis
• Competitive analysis
• Customer consulting
• Supplier analysis
• Business diagnostics
• Strategic and annual operating planning
• Pricing practices
• Business development
• Capital investments
• Compliance audits
• Leadership skills

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 69
 Vault Guide to Management and Leadership Development Programs
Avery Dennison Corporation

Qualifications of the candidate:

Candidate criteria for associate:
• A recent college graduate
• Have obtained a bachelors degree in finance or accounting
• Have obtained a GPA of 3.0 or higher (U.S. only)
• Able to move within a specified region for the next two years (every six months in
the U.S.; every eight months in Europe; every six to eight months in Asia—not
limited to China)

What impact does the program have on the candidates’ career path?
After the two year period, FLDP “graduates” are placed within our financial
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

organization and are well on their way to a successful career at Avery Dennison.

Additional Information
For more information about applying to the GOLD program, e-mail the appropriate
contact in your region:

U.S.: [email protected]
Europe: [email protected]
Asia Pacific: [email protected]
Latin America: [email protected]
Mexico: [email protected]

To apply for the FLDP in the U.S., visit the web site at www.averydennison.com.

For more information about applying to the FLDP in other regions, please contact the
individual in your region:

U.S.: [email protected]
Europe: [email protected]
Asia: [email protected]

CAREER
70 LIBRARY © 2008 Vault.com Inc.
 The Bank of New York Mellon Corporation

One Wall Street Leadership Program Contact

New York, NY 10286 www.bnymellon.com
Phone: (212) 495-1784
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Leadership Programs and Training

What is the program called?
The Software Engineering Residency Program.

What is the duration of the program?

Four five-month rotations.

Please describe the leadership program.

The Bank of New York Mellon, in many ways, can be described as a technology
business in disguise. Most of the products and services we provide would not be
possible without The Bank of New York Mellon technology. In those instances,
technology does not just facilitate the business—it is the business.

Technology is very much a people business. We make significant investments in

technology to maintain and improve on our market leadership positions. Deploying
the right mix of people who understand The Bank of New York Mellon’s business
and its goals along with technology is paramount as we remain innovative and stay
in front of trends and competitors. The best technology in the world is of little value
without the ability to put it to work in support of our business. At The Bank of New
York Mellon, we’ve built a culture that continues to give us both.

The Software Engineering Residency is a rotational program designed to prepare the

job holder for a leadership role within our information technology department. The

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 71
 Vault Guide to Management and Leadership Development Programs
The Bank of New York Mellon Corporation

program consists of four five-month job rotations, providing valuable on-the-job

experience designed to expose the resident to the many different opportunities at The
Bank of New York Mellon. The rotations focus on the following areas:
• Technical—Design and implement software solutions to real business problems by
leveraging cutting-edge technologies like XML, web services, J2EE, cold fusion
MX, business intelligence systems and data mining tools.
• Business analysis—Help business clients understand their technology needs and
design solutions by gathering requirements, developing use-case scenarios,
defining project scope and acting as a liaison between the development team and
the end users.
• Project/process management or systems architecture—Work along with
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

experienced project managers to organize and lead a software development project.

As a systems architect the resident leads the design effort for large-scale software
implementations.
• Individual assignment—In this final rotation, the resident is placed in a technical,
business analysis, project management or systems architecture role based on the
resident’s interests and current business needs.

Typically, the initial rotations are located in Pittsburgh to build camaraderie among
the residents. Subsequent rotations and post-program placement may be in
Pittsburgh, Boston, New York or New Jersey as determined by business need and
residents’ interests and demonstrated skills.

Qualifications of the candidate:

• This position requires a bachelor’s or master’s degree in an object-oriented,
computer-based curriculum with a grade point average of 3.2 or above.
• Excellent analytical and problem-solving skills, including the ability to assimilate
numerous details into cohesive solutions, are essential.
• Must also have the ability to manage multiple tasks, following through to
completion with minimal supervision.
• Demonstrated leadership skills, the ability to influence events in technical or non-
technical situations.
• Strong verbal and written communication skills are a must.
• Internship or other work experience in web development environment is preferred.

CAREER
72 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
The Bank of New York Mellon Corporation

What opportunities does the program provide?

The residency program offers many exciting benefits and opportunities including:
• Leadership Development—Exposure to a multitude of responsibilities in several
areas of business prepares the resident for a future leadership role and accelerated
career advancement at The Bank of New York Mellon.
• Executive mentoring—Each resident is assigned a senior manager as a mentor to
provide career guidance and support throughout the entire program.
• Exposure to senior management—Throughout the program residents are given
opportunities to meet and network with senior managers of the information
technology department.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Extensive training—On-the-job training is provided in addition to The Bank of

New York Mellon’s tuition assistance program to encourage each resident to
continue his/her technical and professional development.
• Fellowship and networking—Social events are held over the course of the program
to support interaction and networking between current and previous residents.

This information is taken from publicly available sources.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 73
 Bechtel Corporation
50 Beale Street Leadership Program Contact
San Francisco, CA 94105-1895 ww.bechtel.com/careers.html
Phone: (415) 768-1234
Fax: (415) 768-9038
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Leadership Programs and Training

At Bechtel, you’ll find formal and informal opportunities to build your skills in your
current role, or to enhance your experience and leadership skills for future
advancement.

Formal opportunities include company-sponsored educational programs, Bechtel

University’s online and instructor-led courses, support for professional certification
and licenses, tuition reimbursement, and other structured learning and development
programs.

Informal opportunities include challenging assignments on projects and in offices,

coaching, job shadowing, mentoring and international assignments.

Bechtel puts a strong emphasis on developing leadership skills in all our employees.
Our performance-based leadership approach helps create a motivating work
environment that enables you to bring your best to work every day.

For more information, please visit www.bechtel.com/careers.html.

This information is taken from publicly available sources.

CAREER
74 LIBRARY © 2008 Vault.com Inc.
 Bertelsmann AG
Carl-Bertelsmann-Strasse 270 Leadership Program Contact
Gütersloh Katharina Reeke
Germany 33311 Director Corporate Management
www.bertelsmann.com Development
www.createyourowncareer.com Carl-Bertelsmann-Strasse 270
Locations: Gütersloh
Germany 33311
Gütersloh, Germany (HQ) Phone: +49-(0)5241-80-899 28
Other worldwide locations E-mail: [email protected]
or
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

E-mail:createyourowncareer
@bertelsmann.com

Defining Leadership
How does your company define leadership?
Bertelsmann is the most international media company, striving to be the world’s
leader in the markets in which it operates. We provide customers with information,
education and entertainment through every possible outlet and in every conceivable
format. Our efforts focus on creative content, customer relations and strong return on
capital. Bertelsmann is a renowned home for talent, giving artists and entrepreneurs
room to grow.

At Bertelsmann, we believe that our success is integrally linked to our culture of

entrepreneurship. With our focus on organic growth and high return on investment,
we depend on entrepreneurial talents to drive growth and innovation in both our
established businesses as well as in new ventures

Leadership Programs and Training

What is the program called?
Bertelsmann Entrepreneurs Program.

What is the duration of the program?

Twelve to 18 months.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 75
 Vault Guide to Management and Leadership Development Programs
Bertelsmann AG

Please describe the leadership program.

The Bertelsmann Entrepreneurs Program is an initiative to give emerging
entrepreneurs an opportunity to write their own chapter in the Bertelsmann success
story.

Over a period 12 to 18 months, program participants will work on various projects

throughout our divisions, thus gaining a unique opportunity to become acquainted
with Bertelsmann’s businesses and corporate culture across national borders and
product lines while carving out a niche for themselves in one of our operating units.
This custom-designed development program includes mentorship from a member of
Bertelsmann’s executive board, internal training initiatives, group projects and
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

opportunities for networking with both executives and peers across our divisions.

What are the goals of the program?

• Prepare for a position within one of our business units
• Develop concepts, implement projects, and work in cross-functional teams
• Identify business opportunities, leverage creativity and entrepreneurial freedom
• Demonstrate desire and ability to take on responsibility
• Provide project leadership in matrix teams
• Show self-direction in your work
• Demonstrate high level of flexibility
• Demonstrate ability to work comfortably in international settings
• Conduct market studies, research competitive intelligence reports and analyze results
• Develop and recommend strategies for various businesses under the Bertelsmann
umbrella
• Work with other program participants on group projects/duties

Qualifications of the candidate:

• Demonstrated entrepreneurial ability displayed in a business initiative or large
project
• MBA or comparable graduate degree and three to five years of work experience
• Leadership capability
• Strong analytical/problem-solving skills
• Ability to effectively communicate with top management, peers and/or
clients/customers
• Hands on, risk taker
• Proven ability to manage projects and people
• Willingness to accept responsibility

CAREER
76 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Bertelsmann AG

• Geographic flexibility; travel may be required as projects may be located

throughout the world
• Foreign languages a plus

Does the program have a special recruiting relationship with particular

universities/colleges/grad programs?
Recruiting relationship with different business schools worldwide (Harvard, MIT,
Stanford, Berkeley, NYU, Columbia, INSEAD, LBS, IESE and others).

How many people are accepted into the program annually?

Four to six.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 77
 Boeing
100 North Riverside Leadership Program Contact
Chicago, IL 60606-1596 www.boeing.com/employment/college/
www.boeing.com bcfpFAQ.html
Locations
Operations in 38 states and 70
countries.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Leadership Programs and Training

What is the program called?
The Business Career Foundation Program (BCFP).

What is the duration of the program?

Two years.

Please describe the leadership program.

The Boeing Business Career Foundation Program (BCFP) gives you the opportunity
to join the world’s leading aerospace company and take your business career to new
heights. The aim of this program is to recruit and develop highly skilled leadership
candidates. This employee development program takes you through a range of
assignments that provide the scope, challenge and experience necessary for your
business career to take flight.

Throughout this rotational program, participants are exposed to a variety of business

positions within Boeing. Each BCFP participant will have access to mentors,
development programs, training courses and senior Boeing executives to help guide
rotation selections and help them focus on their career goals.

Rotations are coordinated with the program manager and placement is based on
program requirements, business needs, the participant’s preferences and rotation
availability.

CAREER
78 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Boeing

The specific work statement varies from rotation to rotation. During the two-year
development program, participants are exposed to six four-month assignments that
include many of the following core skill areas:
• Accounting
• Financial planning
• Contracts
• Estimating/pricing
• Procurement cost/price analysis
• Program cost management
• Supplier management (procurement)
• Integrated scheduling
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Elective—in a business area based on career interest and availability

Upon completion of the program, participants will have an opportunity to choose an

open position consistent with their career interests, experience, training, and business
needs.

Program Summary
• The BCFP is an enterprise-wide program located in the following regions:
Southern California; Seattle/Puget Sound area; Washington; St. Louis, Mo.;
Philadelphia, Pa.; Mesa, Ariz. (administered by Philadelphia).

• To apply to the BCFP, visit www.boeing.com/employment. Perform a “job search”

and enter “BCFP” as a keyword and apply to the appropriate job posting. From this
resume pool, candidates are selected and invited to participate in a first round
interview on campus, over the phone, or at a Boeing facility. If selected,
candidates are invited for a second interview with a panel of senior managers and
BCFP alumni on site at a Boeing facility.

Qualifications of the candidate:

• This program is limited to new college graduates. Interested candidates must apply
during the fall semester of their senior year.
• Candidates are required to demonstrate a minimum overall GPA of 3.25, although
a 3.5 overall GPA is preferred. Desired qualifications include a bachelor’s degree
in business administration with an emphasis in, but not limited to, accounting,
finance, or other analytical fields such as management information systems or
economics
• Candidates must exhibit strong leadership, analytical and communication skills.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 79
 Vault Guide to Management and Leadership Development Programs
Boeing

What is the program called?

The Information Systems Career Foundation Program (ISCFP).

What is the duration of the program?

Two years.

Please describe the leadership program.

The aim of the ISCFP is to recruit and develop highly skilled leadership candidates.
This employee development program takes participants through a range of
assignments that provide the scope, challenge and experience necessary for your
information technology career to take flight.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Through this rotation program, participants experience multiple exciting information

technology assignments over the course of two years. Targeted training will focus on
increasing business acumen, career and personal development, goal setting and goal
achievement. Some of the core areas such as: applications analyst, project
management, software configuration management, architecture, and systems
integration and validation, “Capability Maturity Model Integration” (CMMI) and
programming.

ISCFP participants will have the opportunity to work with mentors and access to
training programs that will widen their exposure to peers and experts.

• The ISCFP recruiting process has three steps. First, applicants must apply online to
the appropriate job posting. From this resume pool, candidates are selected and
invited for a first interview over the phone. The final step is a second interview on-
site at a Boeing facility.
• Upon entering the program, the first rotation assignment is predetermined by the
ISCFP program manager. All subsequent rotations are coordinated with the
program manager based on program requirements, the participant’s preferences
and rotation availability.
• You are not required to relocate during the program; however, your daily commute
may vary depending on the location of each rotation.
• As a participant in the ISCFP you are considered a full-time, salaried employee of
The Boeing Company. Thus, you are eligible to receive the benefits offered by
Boeing.
• Performance in the program is evaluated at two levels. The first is the rotation
level. Each hosting manager will evaluate the participant twice during the
rotation—at the midpoint and at the completion. The hosting manager assesses
various aspects of the participant’s performance in that rotation. The second level

CAREER
80 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Boeing

is the program level, where the ISCFP program manager reviews each participant’s
development and progress within the program.
• Boeing offers the “Learning Together” Program. This program will pay for tuition
and many related expenses such as application fees, entrance exams, books and
graduate fees. Eligibility is based on an employee’s enrollment in accredited
colleges, universities or trade schools. Employees who complete degrees are
eligible for Boeing stock awards.
• To develop professional growth, ISCFP participants follow a schedule designed to
help them develop and improve their competencies and skills. Training and
development opportunities include reading circles, seminars, and roundtable
discussions with leaders throughout the company. Participants are also encouraged
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

to supplement their training by attending courses through company-offered

programs, local universities and other seminars designed to enhance both technical
and leadership skills and competencies.
• Upon completion of the program, participants transition to a permanent position
consistent with both their career interests and the needs of The Boeing Company.
• The ISCFP may participate in various community service activities throughout the
year to support the local communities. Members of the program are expected to
participate in these events. In addition, each participant may hold a job within the
program such as coordinating special events, maintaining the internal ISCFP
community page on the portal or planning training events.

Qualifications of the candidate:

• Desired qualifications include a bachelor’s degree in management information
system (MIS), computer science (CS), or another related information technology
degree.
• Candidates are required to demonstrate a minimum overall GPA of 3.25. In
addition, candidates must exhibit strong leadership, analytical and communication
skills.
• This program is limited to a select number of new college graduates. Interested
candidates must apply during the fall semester of their senior year.

What is the program called?

The Technical Excellence Program (TEP).

Please describe the leadership program.

Our TEP opens up new opportunities for engineers and other technical professionals.
If you want to reach the very highest level of your profession—become the best of
the best—this program is for you. The Boeing TEP was established to recognize,

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 81
 Vault Guide to Management and Leadership Development Programs
Boeing

vitalize and reward employees who wish to focus on scientific, engineering, technical
and computing excellence. The program allows you to continue your professional
growth by applying your specific expertise to the many technical challenges facing
the aerospace industry. Boeing provides benefits and privileges to Technical
Excellence members that are commensurate with their considerable contributions.

By striving for technical excellence and providing a diverse opportunity for

professional growth, Boeing provides a more attractive place to work for a broader
spectrum of talented people. Technical ideas get greater exposure and technically-
focused employees are provided opportunities for continuing their technical roles.
They receive the satisfaction of knowing their long-term contributions to the
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

company are appreciated and rewarded. Most of all, they get to do what they enjoy
—pursue the goal of excellence in their chosen technical fields.

Additional Information
No matter what field you’re in, you’ll find Boeing constantly encourages you to
explore different areas and disciplines. Lifelong learning is a value we cherish. In
order to compete as a global aerospace company, we must give every employee the
opportunity to grow personally and professionally. At Boeing, you’ll be given the
resources and training to do exactly that.

CAREER
82 LIBRARY © 2008 Vault.com Inc.
 Booz & Company
Locations Leadership Program Contact
Booz & Company’s footprint extends http://www.booz.com/
around the world, with more than
3,300 people in 57 offices across 30
countries.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Leadership Programs and Training

A career at Booz & Company demands world-leading thinking, experience, and
expertise. This will position you well for the future—no matter what that future
holds. We will provide you with challenging, compelling work that matters.

When you join Booz & Company, you don't have to fit into a mold to succeed. We
look for diverse talented professionals who bring a variety of perspectives and
experiences to help solve our clients’ toughest problems. We offer different career
paths and a wide array of tools to proactively manage your professional and personal
growth.

You will be surrounded with people who will not only challenge you intellectually,
but also inspire you, guide you, and drive your ambition, and who truly care about
your personal and professional development. Some companies produce things, but
at Booz & Company, our only product is the innovation and know-how of our people.
That’s why we hire the best and brightest and give them the tools they need to realize
their professional potential and fulfill their career ambitions. As you launch your
career with us, you'll initially undergo a comprehensive orientation and once on
board, you will continue to find opportunities for growth, including:
• Diverse, cross-team assignments
• Mentoring and performance coaching
• A curriculum tailored to your development needs

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 83
 Vault Guide to Management and Leadership Development Programs
Booz & Company

• Cultivation of higher-order talents, such as leadership, judgment, insight, team-

leading, and business development to succeed in business and in life
• Tuition assistance for academic certification

With Booz & Company, you'll enjoy flexible schedules, exciting work, and the
opportunity to participate in our many corporate pro bono projects. But perhaps most
important, you'll be in the driver's seat in managing your career. You can be anything
you want to be. We provide the tools and methodologies you need to achieve your
potential, both professionally and personally.

Additional Information
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Our career development programs have received numerous awards, including a 2006
BEST Award from the American Society for Training and Development and a Top 10
ranking in Training magazine's 2007 “Training Top 125.”

CAREER
84 LIBRARY © 2008 Vault.com Inc.
 Boy Scouts of America
1325 W. Walnut Hill Lane Leadership Program Contact
P.O. Box 152079 www.scouting.org/Media/FactSheets/02-
Irving, TX 75015 556.aspx
www.scouting.org

Locations
Scouting serves young men and
women in every part of the country
through more than 300 local council
service centers. Each council helps
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

chartered organizations in its

geographic area to effectively use
the scouting program and to expand
the use of the program to other
community groups.

Leadership Programs and Training

Please describe the leadership/development programs.
The Boy Scouts of America provides a program for young people that builds
desirable qualities of character, trains in the responsibilities of participating
citizenship, and develops their personal fitness. Scouting serves more than four
million young men and women in every part of the country through more than 300
local council service centers. Nearly 4,000 professional scouters lead, guide and train
more than a million volunteers. Scouting is a volunteer organization. The
professional staff has the responsibility for working with volunteer committees and
community leaders to recruit, train, guide and inspire them to become involved in the
program of scouting.

The professional scouter in an entry-level position is assigned to a district or service

area within a local council. The job responsibilities are broad and varied. Duties
include promoting, supervising, and working in the district or service area through
volunteers. Different aspects of the professional scouter’s job include:

• Sales—The professional scouter is responsible, through volunteers, for extending

scouting to religious, civic, fraternal, educational or other community-based
organizations.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 85
 Vault Guide to Management and Leadership Development Programs
Boy Scouts of America

• Service—Major emphasis is placed on service. The professional staff ensures that

all scouting units are served through volunteer commissioners, regular roundtable
meetings, training events and activities.
• Finance—The professional scouter has responsibility for securing adequate
financial support for scouting in the assigned area. Working with volunteers,
professionals recruit leadership for the Friends of Scouting and finance campaign
efforts to meet the financial needs of the council.
• Administration—The professional scouter administers the scouting program in the
assigned district or service area.
• Public Relations—Professional scouters must recognize the importance of good
working relationships with other professionals and with volunteers. Scouting
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

depends on community support and acceptance. Professional leaders must have

good communication skills and be able to tell scouting’s story to the public.

Qualifications of the candidate:

If you are an adult and a college graduate, you may qualify to become a BSA
professional. For more information call or visit a local council service center of the
Boy Scouts of America.

Additional Information
The mission of the Boy Scouts of America is to prepare young people to make ethical
and moral choices over their lifetimes by instilling in them the values of the Scout
Oath and Law.

Scout Oath
On my honor I will do my best
To do my duty to God and my country
and to obey the Scout Law;
To help other people at all times;
To keep myself physically strong,
mentally awake, and morally straight.

Scout Law
A Scout is:
Trustworthy, loyal, helpful, friendly, courteous, kind, obedient, cheerful, thrifty,
brave, clean, reverent.

CAREER
86 LIBRARY © 2008 Vault.com Inc.
 Bridgestone Americas Holding, Inc.

535 Marriott Drive Leadership Program Contact

Nashville, TN 37214 Fran Jones
Phone: (615) 937-1307 Director, Leadership Development
Fax: (615) 937-1807 Phone: (615) 937-1307
www.bridgestone.com Fax: (615) 937-1807
Location: E-mail: [email protected]

Nashville, TN (HQ) Mitchell Hagerman

Manager, HRD
Phone: (615) 937-6879
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Fax: (615) 493-1151

E-mail: [email protected]

Defining Leadership
How does your company define leadership?
Developing leaders for the future is the key focus of our leadership education
programs. Leadership is defined as the ability to support and implement the mission,
vision and values of our organization and earn the trust from our customers and
communities in turn creating pride in our company and teammates.

The mission of our development team is “to develop a standardized leadership

education and development program for manufacturing while respecting the unique
needs and cultures of the individual locations.”

Leadership Programs and Training

What is the program(s) called?
Global Development Class (GDC)
High Potential Program (HiPo)
Advanced Front Line Leader Program (FLL)
New Leader Program (NL)
Women Unlimited Development Programs (WU)

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 87
 Vault Guide to Management and Leadership Development Programs
Bridgestone Americas Holdings, Inc

What is the duration of the program?

GDC—three to five years
HiPo—six months
FLL—six months
NL—four months
WU—TEAM = six months; LEAD = 12 months

Please describe the leadership programs.

GDC—Purpose: Develop global leadership for Bridgestone.

• Criteria:
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

a. Promotable to CEO direct report within five years and promotable to higher level
within another five years.
b. Already achieved high performance
c. Demonstrates key global position competencies
d. Willingness to develop further
e. Willing to accept interregional mobility

HiPo—Purpose: Develop leadership for Bridgestone.

• Criteria:
a. Performance management review rating of exceeds or above (job
performance/results)
b. At least five years service with the company (will consider nominees with less
than five years if critical succession need)
c. Recently promoted KMB’s or one to two years from being ready to move into a
KMB or above level position (leadership potential factors)
d. Attributes that are hard to develop (passion)
e. Individuals’ receptivity to feedback and ability to learn (availability)
f. Mobility (willingness to relocate)
g. Meaningful return on investment time line

FLL—Purpose: Develop leadership for Bridgestone Manufacturing

• Criteria:
a. Performance management review rating of exceeds or above (job performance/results)
b. At least three years service with the company
c. Teammates who are recently promoted KCB’s or one to two years from being
ready to move into a KCB or above level position (leadership potential factors)
d. Attributes that are hard to develop (passion)

CAREER
88 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Bridgestone Americas Holdings, Inc

e. Individuals’ receptivity to feedback and ability to learn (availability)

f. College degree (four-year highly preferred, if non-degreed, a development plan to
obtain the degree is strongly recommended)
g. Mobility (willingness to relocate and willingness to rotate within their current
facility)
h. Meaningful return on investment timeline

WU—Purpose: Development of high-potential female teammates

TEAM (Training for Emerging and Aspiring Managers)

• Emerging managers: new or have up to two years management experience
• High-potential individual contributors: program and project managers who
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

interface with and influence more senior managers, lead cross-functional teams
and/or manage budgets
• High achievers: usually rated as frequently/consistently exceeding position
requirements
• Committed: are committed to further enhancing their management skills, and are
willing to invest the time and the energy to participate in all program components
during the year for their own growth and development
• Open to feedback: ready to interact with a peer group of other emerging women,
and are able to give and receive feedback from peers and coaches

LEAD (Leadership Education and Development)

• High achievers: Women usually rated as frequently/consistently exceeding position
requirements.
• High potential: Women who are achievement-oriented and have the leadership
potential to continue to be successful in their organization.
• Experienced: Women with management experience of a minimum of seven years.
• Committed to ongoing professional development: Women who have a desire to
further enhance their leadership skills, and are willing to invest in their own growth
and development.
• Proactive in the feedback process: Women who ask for and are open to feedback.
Willing to interact with a peer group of other high-achieving women, and are able
to give and receive feedback from peers and mentors.
• Accountable: Women who will invest their time to participate in all program
components during the program year and be accountable for their own progress.

What are the goals of the program?

To develop leaders for the future while respecting the unique needs and cultures of
the individual locations.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 89
 Vault Guide to Management and Leadership Development Programs
Bridgestone Americas Holdings, Inc

Qualifications of the candidate:

Please see target audience criteria in the description of the programs.

Does the program have a special recruiting relationship with particular

universities/colleges/ grad programs?
No.

How many people are accepted into the program annually?

GDC—14 to 17
HiPo—35 to 50
FLL—32 to 40
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

How do you identify leadership qualities?

Executive interviews to develop global competencies for GDC program; Hogan
Instruments are administered to GDC and HiPo participants to identify potential and
challenges.

What percentage of participants of the leadership programs are hired full

time?
Must be currently a full-time teammate to participate.

Outline some other overall results from the program?

Promotions into the next level position, retention of high performers, and increased
effectiveness in current roles.

Are there additional benefits and compensation that are tied in with these
leadership programs?
No compensation tie.

What percentage of your most senior leadership was produced from within
your company?
100 percent.

CAREER
90 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Bridgestone Americas Holdings, Inc

Leadership Program Statistics

Below, please fill in the demographics (employee numbers and percentages) of your
company’s management for each demographic. (Numbers and percentages requested
are firm totals for U.S. and international offices on 12/31/07 and on 12/31/06.)

2007 (Percentage total) 2006 (Percentage total)

Male 63.74% 71.43%

Female 36.26% 28.57%
African American 14.29% 8.57%
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Hispanic/Latino(a) 5.38% 1.43%

Asian American 4.40% 1.43%
Native American 0.00% 0.00%
Caucasian 62.64% 84.29%
Other 3.29% 4.28%

Going Forward: Plans for Leadership Expansion

Does your firm have any plans for future leadership development programs,
either formal or informal?
Yes—plans are underway for two additional programs that would target middle to
senior level management.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 91
 Bunzl Distribution USA, Inc.
701 Emerson Road, Suite 500 Leadership Program Contact
St. Louis, MO 63141 Dana Jett
Phone: (314) 997-5959 ER Specialist
Fax: (314) 997-3834 701 Emerson Road, Suite 500
www.bunzldistribution.com St. Louis, MO 63141
Phone: (314) 997-5959
Fax: (314) 997-3834
E-mail: [email protected]
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Defining Leadership
How does your company define leadership?
Leadership is producing successful results through others.

Leadership Programs and Training

What is the program called?
The Management Trainee Program.

What is the duration of the program?

Six to months.

Please describe the leadership program.

We customize and diversify our business in all segments with highly skilled and
driven candidates in the key areas of sales, sales management, warehouse and
distribution and logistics. The structure of our program ensures that the trainee
spends time with a subject matter expert to learn all facets of the business and how
they interact with and affect each other.

What are the goals of the program?

To train and prepare future leaders of the company using a thorough program to
include all aspects of the business.

CAREER
92 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Bunzl Distribution USA, Inc.

Qualifications of the candidate:

Varies depending on the position.

How do you identify leadership qualities?

Determining core competencies for each management position within the
organization.

What percentage of participants are hired fulltime?

All.

Outline some other overall results from the program?

Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Increased bench strength, reduction of loss of productivity.

What percentage of your most senior leadership was produced from within
your company?
90 percent.

Going Forward: Plans for Leadership Expansion

Does your firm have any plans for future leadership development programs,
either formal or informal?
Yes. We are currently in the process of reframing our current trainee programs, as
well as our development programs. In this process, we are working to identify key
competencies for all successful leaders and then pare them down by specific
positions.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 93
 Campbell’s Soup Co.
1 Campbell Place Leadership Program Contact
Camden, NJ 08103-1701 www.careers.campbellsoupcompany.com
www.campbellsoup.com /usa/career_development.asp
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Defining Leadership
How does your company view leadership?
As a world leader in consumer products, Campbell’s continually relies on the ideas,
energy and innovations of new team members as we continue to grow. In order to
keep our management and our perspective fresh, we offer training programs for
recent graduates. Campbell’s also offers several internships and co-op programs for
undergraduates.

What each of these programs has in common is their ability to give participants a
well-rounded, detailed overview of a specific area in our operations.

Leadership Programs and Training

What are the programs called?
• Campbell’s Management Associate Program (CMA)
• Associate Brand Manager Program (ABM)
• Financial Program
• Sales Professional Development Program (SPD)

CAREER
94 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Campbell’s Soup Co.

Please describe the leadership programs.

• Campbell’s Management Associate (CMA)—As a CMA, you’ll gain valuable,
hands-on management experience, plus develop your leadership, interpersonal and
professional skills. You’ll enhance your career possibilities with powerful contacts,
confront genuine challenges and responsibilities, and place yourself on a high-
energy, fast-track career path.
• Associate Brand Manager (ABM)—As an ABM you will become a key member of
a world-class marketing team that has parlayed our consumer product brands to top
positions and have kept them there. That’s not an easy feat. It takes a sharp mind
that can anticipate, rather than react. Extremely perceptive and bright individuals
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

who can see where the industry is going and understand its needs, before others
even grasp them.

The skills you learn as an ABM are invaluable. You will be constantly challenged
as your knowledge grows with each assignment, and your marketing ability is
refined. At Campbell’s, you won’t be put on a one-way track with unlimited
growth. You will have the opportunity to work in a number of areas, such as new
business development and brand management. You will learn the inner dynamics
of the company, and we will also learn from you as your voice will be heard. Your
ideas will be encouraged. And your growth will begin here, on the direct path to
senior management.

- Rotational assignments in several powerful, industry-leading brands—

Campbell’s soups, Prego, V8, Pepperidge Farm and more.
- Exposure to competitive issues, advertising, trade promotions, product
innovation and more.
- Highly visible projects that offer you the opportunity to lead, innovate,
and create positive, proactive change within our organization.

• Financial program—In this challenging, growth-oriented program, you’ll develop

strategic leadership and team management skills by participating in rotational
assignments through various business units. Specifically, you’ll gain valuable
exposure to such vital areas as financial planning and analysis, competitive issues,
strategic planning, mergers and acquisitions, trade spending, treasury, international
finance, audit, plant operations and the corporate controller’s department.
• Sales Professional Development Program (SPD)—The facts speak for themselves.
Our No. 1 products in the U.S. alone include: Campbell’s soups, V8 vegetable
juice, Pepperidge Farm biscuits and crackers, and Godiva premium chocolates.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 95
 Vault Guide to Management and Leadership Development Programs
Campbell’s Soup Co.

How they got there, and how they stay on top, is attributed to the energetic efforts
of our results-driven, dynamic sales professionals.

When you enter our SPD Program, you will gain world-class experience in a broad
range of situations. It is challenging, yet very rewarding. As you rotate among
various areas of business, you will gain valuable exposure to vital information that
makes Team Campbell thrive. Through strategic planning, competitive issues and
retail analysis, you will sharpen your leadership skills, acquire professional polish
and become an instrumental member of a team that rewards its players with ample
growth opportunities.

As a territory manager, you will act locally implementing Campbell’s category

Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

strategies and tactics at the retail level. You will be responsible for achieving
superior in-store presence in targeted accounts, and work with our clients to impact
retail sales objectives.

Qualifications of the candidate:

Associate Brand Manager
• To qualify, you must be an MBA candidate, or recent graduate, with an
exceptional academic record
• Superior written, verbal and presentation skills are also required
• Ability to work in a team-like environment that’s driven by creativity and the
latest technological advances.

Financial Program
• Must be an MBA candidate, or recent graduate with a concentration in finance,
as well as have an exceptional academic record
• Strong computer knowledge, analytic ability and communication skills
• Strong leadership skills and demonstrated professionalism with two to four
years of industry-related experience
• You should also thrive in a team-driven, creative environment and have an
interest in international business
• Willingness to relocate may be required

CAREER
96 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Campbell’s Soup Co.

Sales Professional Development Program

• Action oriented individuals
• Exceptional written and verbal communication skills
• A good sense of ethics and values
• A great sense of humor
• Integrity and trust
• Ability to listen and learn
• Perseverance
• Driven by results
• An excellent display of time management
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

What opportunities does the program provide?

• Gain hands-on experience with diverse business units
• Work on high visibility projects with well-known brands
• Develop leadership and team management skills
• Have the opportunity to move with in the company on a traditional or non-
traditional path
• Assume immediate responsibility and decision-making authority
• Mentoring
• Guidance on core skills development

Additional Information
The insightful, innovative achievers we seek must be open to relocation.

This information is taken from publicly available sources.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 97
 Canon, Inc.
One Canon Plaza Leadership Program Contact
Lake Success, NY 11042-1198 www.usa.canon.com
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

LeadershipPrograms and Training

What is the program called?
Christopher Newport University—Canon Leadership Scholars Program.

Please describe the leadership program.

The top-25 students chosen to participate in Christopher Newport University’s
(CNU) President’s Leadership Program will become Canon Leadership Scholars.
They will each receive a $5,000 merit scholarship over four years, for a total of
$20,000. Through leadership studies, prominent guest speakers, study abroad
opportunities, an outdoor leadership program, internships and a public service
requirement of at least 100 hours, Canon U.S.A., Canon Virginia Inc. and CNU will
empower the lives of students who possess exceptional intellect and passion.

Qualifications of the candidate:

To be considered for the Christopher Newport University—Canon Leadership
Scholars Program, students must have, among other qualifications, a minimum high
school grade point average of 3.75 and a minimum SAT score of 1300. In addition,
students must also demonstrate excellence and exceptional potential in the areas of
leadership, scholarship and citizenship

CAREER
98 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Canon, Inc.

What opportunities does the program provide?

Canon is guided by the philosophy of Kyosei—all people, regardless of race,

religion, or culture, harmoniously living and working together into the future. The
Christopher Newport University—Canon Leadership Scholars Program will educate
the leaders of tomorrow by fostering the development of the best and brightest
students. By providing guest speakers to share their ideas, a study abroad program to
develop a global perspective and outdoor leadership adventures to understand the
importance of teamwork and the ability to overcome challenges, students will emerge
with the knowledge and skills needed to one day become future leaders and top
decision makers in America.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Additional Information
Christopher Newport University is a four-year public university in Newport News,
Virginia. CNU enrolls 4,800 students in programs through its College of Liberal Arts
and Sciences and the Luter School of Business and offers great teaching, small
classes and an emphasis on leadership, civic engagement and honor. Visit us at
www.cnu.edu.

Located in Newport News, Virginia, Canon Virginia, Inc., (CVI), serves as the lead
manufacturing support center for Canon U.S.A. CVI uses world-renowned
production systems and extensive technical and manufacturing expertise to offer
manufacturing solutions, including injection mold tools, metal and plastic parts,
product manufacturing and reverse manufacturing. From concept to completion,
from innovation to delivery, CVI ensures the reliability of world-class quality and
efficiency representative of the Canon name. For more information, call (757) 881-
6300 or visit www.cvi.canon.com.

Canon U.S.A., Inc. delivers consumer, business-to-business, and industrial imaging

solutions. Its parent company, Canon Inc. (NYSE:CAJ), a top patent holder of
technology, ranking third overall in the U.S. in 2006, with a global revenue of $34.9
billion, is listed as one of Fortune’s Most Admired Companies in America and is on
the 2007 BusinessWeek list of “Top 100 Brands.” To keep apprised of the latest news
from Canon U.S.A., sign up for the company’s RSS news feed by visiting
www.usa.canon.com/pressroom.

This information is taken from publicly available sources.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 99
 Cargill, Inc.
PO Box 9300 Leadership Program Contact
Minneapolis, MN 55440-9300 www.cargill.com
Phone: 1-800-CARGILL
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Leadership Programs and Training

What is the programs called?
• Cargill’s High Performance Leadership Academy
• Organizational Effectiveness & Training & Development Services
• Strategy & Business Development Program

Please describe the leadership programs.

• Cargill’s High Performance Leadership Academy is a set of six unique programs
designed to develop managers and leaders at all levels. These programs focus on
elements such as how to engage employees, achieve business goals, and embody
Cargill’s core values. The academy involves leaders teaching leaders and is based
on the foundation of Cargill’s unique leadership model and strategic principles.
• Cargill business units and functions turn to the company’s Organizational
Effectiveness and Training & Development Services teams as a resource to design
programs ranging from less than one day to 15 months, based on the unique
cultural and business needs they face. Managers begin by learning to expand their
technical knowledge to also include leadership skills. They learn to effectively
manage their employees’ performance, build and maintain constructive
relationships, and help people grown and learn. As managers participate in these
development programs, they learn and refine valuable skills such as adaptability,
coaching, influencing, leading groups, applying strategic thinking, and innovation.

CAREER
100 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Cargill, Inc.

The academy also aims to broaden each manager’s knowledge of the company.
Course participants visit Cargill sites and build relationships with colleagues in
varying businesses and locations. Through the High Performance Leadership
Academy, Cargill is laying the foundation for the continued success of our
employees and our company.

• Strategy & Business Development Program

Field assignment—Gain immediate, hands-on responsibility in one of Cargill’s
operating businesses.
Business analyst—Consult, advise, evaluate, negotiate, and explore while teaming
with senior Cargill executives on a variety of strategy, M&A, and new business
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

development projects—another possible starting point, depending on your

experience and interests.
Project team leadership/placement—Lead and coach high-performance project
team, hone advanced strategy and general management skills, while developing a
worldwide network of personal and professional contacts—a unique opportunity
for analysts with the track record and interest.
Front line leadership—Your chance to join the leadership team and build one of
Cargill’s many businesses. Or start a new one. Anywhere in the world. Where you
go depends on your interests and the kind of leader you want to be. What will you
do there? That depends on your experience, your skills, your track record. It all
depends on you.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 101
 Chesterfield County, Virginia
P.O. Box 40 Leadership Program Contact
Chesterfield, VA 23832 Chesterfield County
Phone: (804) 748-1551 Department of Human Resource
www.co.chesterfield.va.us/ Management
Location Diversity Internship Coordinator
P.O. Box 40
Chesterfield, VA (HQ) Chesterfield, VA 23832
Phone: (804) 748-1551
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Leadership Programs and Training

What is the program called?
The Diversity Internship Program.

What is the duration of the program?

Two-and-a-half months.

Please describe the leadership program.

The Diversity Internship Program was first developed by the county in 1989 to give
students an opportunity to gain experience in a field of interest and learn about
county government, while working in a diverse environment. Each summer, 10
internships are offered to students who exhibit a genuine interest in learning about
cultural diversity and diversity in the workplace. Interns attend biweekly meetings
featuring guest speakers and diversity workshops designed to raise their level of
awareness and sensitivity to stereotypes. The internships are offered to rising
undergraduate juniors, seniors or those enrolled in a graduate program at an
accredited institution with a minimum grade point average of 2.5 and who exhibit a
genuine interest in learning about cultural diversity and diversity in the workplace.

CAREER
102 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Chesterfield County, Virginia

Facts
• Interns will work 40 hours a week from May 12 to July 25, 2008. They will be paid
$7/hour and are paid biweekly. The interns may arrange for college credit if
needed.
• Students must complete a pre-employment drug test and an FBI criminal
background check.

Application Process
• Students should print and complete a Chesterfield County Application for
Internship.
• Enclose two letters of reference.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Enclose an official college transcript.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 103
 CIGNA
Two Liberty Place Leadership Program Contact
1601 Chestnut Street www.careers.cigna.com
Philadelphia, PA 19192

Locations
Philadelphia, PA (HQ)
Bloomfield, CT, and other offices
nationwide.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Leadership Programs and Training

What are the programs called?
• Financial Development Program (FDP)
• Financial Development Program (FDP) MBA Internship

What is the duration of the programs?

18-24 months.

Please describe the leadership programs.

• CIGNA’s FDP is different from leadership programs at other companies because
this program cultivates CIGNA’s future financial leaders—CEOs, CFOs and
business unit presidents. In the FDP, you will learn what it takes to succeed at
CIGNA. You might find yourself performing analysis and consulting on plan
design, or enhancing existing and emerging health care tools, even creating
innovative products that touch customers directly.

The FDP is a unique career development program for financial professionals with
a minimum of three to five years of experience. Its aim is to produce high-caliber
executives who will excel at handling financial functions in all of our lines of
business. Through the FDP, qualified candidates can grow into senior business
leaders who help to drive CIGNA’s success.

CAREER
104 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
CIGNA

The FDP’s model includes rotational assignments, training and mentoring

opportunities across all business units and throughout the company.

• The Financial Development Program (FDP) MBA Internship is a unique career

development opportunity for MBA students with a minimum of three to five years
financial work experience.

MBA Internships are currently available in Hartford and Bloomfield, Conn., and
Philadelphia, Pa. Summer housing is provided.

Like our full-time program, the FDP internship is designed to develop core
competencies in the courage, communicating, managing others, personal and
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

interpersonal skills, strategy and delivering results areas. You will be part of a
supportive, diverse and close-knit community of more than 100 financial
professionals.

What opportunities does the program provide?

Financial Development Program (FDP)
Depending on your past work experience, competency level and CIGNA’s business
needs, you will work through three to five job rotations to fulfill FDP graduation
requirements. Each assignment is 18 to 24 months in duration and is determined
jointly by you and the program director.

Along the way, you will gain valuable experience in areas such as planning, pricing,
underwriting, reserving, product or project management, strategy and business
development, or reporting and analysis.

• Training and professional development—The FDP offers a training curriculum

through CIGNA University designed for you to learn the most while on the job.
Your professional development includes a blended approach of on the job learning
and individual courses taken online, instructor-led classes and FDP-specific
training led by senior business leaders and graduates.
• Developing your competencies—Before graduating, you will demonstrate how
good you are at the skills you will need for a successful career as a financial
executive at CIGNA.

Your manager will work with you to create a development plan that builds on your
strengths, identifies and addresses development needs and meets your personal
goals and aspirations. All of this will be part of your experience in the FDP.

The program cultivates CIGNA’s future financial leaders—such as CEOs, CFOs

and business unit presidents—setting it apart from similar leadership programs at

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 105
 Vault Guide to Management and Leadership Development Programs
CIGNA

other companies. In addition, graduates often stay involved in the FDP community
as managers, mentors, and advisors, helping govern the future direction of the FDP.

Each participant’s potential path to a senior management position will be different.

Financial Development Program (FDP) MBA Internship

You can expect a highly competitive salary and a challenging job assignment in one
of the following areas of CIGNA: corporate business development, planning and
forecasting, research, strategy, project management and product development.
Specific responsibilities vary by position however, each assignment provides
opportunity for:
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Aggressive professional development

• High visibility to senior management, with coaching and mentoring
• Career management by full-time program director
• Community involvement, CIGNA sports and other social activities

The FDP internship is a key pipeline for CIGNA to recruit talent into the full-time
FDP.

Qualifications of the candidate:

Financial Development Program (FDP)
If you have the drive and experience in accounting or finance that could make you a
senior leader, the FDP may be right for you. Your success depends on your ability to
apply a broad base of financial and leadership skills in a variety of roles. You must
also be able to demonstrate mastery of the six key areas: courage, communicating,
managing others, personal and interpersonal skills, strategy and delivering results.

At CIGNA, we are seeking people committed to delivering quality health care and
related benefits to our members. We want the very best and brightest—people with
diligence, respect, and personal accountability.

• MBA and/or CPA certification

• GPA: minimum of 3.2; 3.4 or better preferred
• Three to seven years in accounting or finance field
• Initiative, dedication and desire to become a top-ranking financial professional
• Evidence of: strong analytic problem-solving abilities, application of technical
accounting or financial concepts, strong written and verbal communication skills,
business acumen, and people leadership

CAREER
106 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
CIGNA

• History of delivering results, aligning resources, and building consensus to

accomplish goal
• Ability to work in variety of functional areas, manage and influence matrix
partners
• Track record of addressing obstacles and employing creative and responsible
solutions to deliver and enhance results

Financial Development Program (FDP) MBA Internship

At CIGNA, we are seeking people committed to delivering quality health care and
related benefits to our members.
• Three to five years of successful financial work experience
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Commitment to personal professional growth within growth-oriented

environment
• Excellent oral and written communication skills
• Demonstrated analytical and leadership skills
• Outstanding negotiation and influence skills
• Demonstrated initiative and perseverance CPA or progress toward master’s
degree in finance
What is the program called?
Accounting Development Track (ADT).

What is the duration of the program?

Three rotations (each 13 to 18 months long).

Please describe the leadership programs.

CIGNA’s ADT will offer you the chance to know what it means to drive results and
ensure a better bottom-line for our company. At the same time, you’ll learn how to
develop a satisfying and rewarding accounting career.

If you are a recent grad or aspiring CPA, the ADT will take you through a series of
three rotations (each 12 to 18 months long) that include technical accounting training
sessions and a formal mentoring program. You’ll gain valuable hands-on experience
in diverse accounting and audit-focused environments.

This program is available in our Philadelphia, Pa., and Hartford, Conn. locations.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 107
 Vault Guide to Management and Leadership Development Programs
CIGNA

What opportunities does the program provide?

As part of the ADT, you will have an enriching career experience that includes:

• Early exposure to CIGNA’s diverse accounting and audit departments

• Aggressive professional development of technical and leadership skills
• Emphasis on passing the CPA exam and related certifications
• Opportunity to interact with senior accounting and audit management
• Technical accounting, audit and overall business training provided by CIGNA
experts
• Career management by the ADT Manager and Accounting/Audit management
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Based on your demonstrated performance in ADT, your previous experience and

career aspirations you can expect to take on more responsibility and advance your
career through any of a number of career paths available at CIGNA. ADT graduates
are prime candidates for a wide range of key financial roles within CIGNA’s finance
organization, where strong accounting professionals are in high demand.

Qualifications of the candidate:

If you are currently in an undergraduate program with a focus on accounting or a
recent graduate who is committed to the professional growth and development of
their accounting and financial skills, ADT may be for you.

To be eligible for the ADT, you must also meet these minimum qualifications:
• Undergraduate major or minor in accounting
• 3.2 GPA
• Commitment to personal development and professional growth
• Demonstrated analytical and leadership skills
• Excellent oral and written communication skills
• Demonstrated initiative and perseverance

What is the program called?

• Actuarial Executive Development Program (AEDP)
• Actuarial Executive Development Program (AEDP) Internship

What is the duration of the program?

Continuous learning is the essence of the AEDP. Full-time associates are assigned
new job rotations every 18 to 24 months and receive extensive business and
leadership training, coaching and mentoring.

CAREER
108 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
CIGNA

Please describe the leadership programs.

AEDP
As a member of the AEDP, you will receive a challenging job assignment
immediately, even as a summer intern. You will be placed in one of a variety of
financial roles, such as pricing, reserving, financial planning or product development.
You will work in the profit centers of our businesses interacting with customers,
underwriters, other program associates and management.

AEDP Summer Internship

The actuarial summer internship gives you an opportunity to experience life as an
actuary at CIGNA. During the program, you will learn how actuaries add value to the
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

company’s lines of business. Summer associates are expected to successfully

complete assigned projects designed to develop and enhance applied mathematical
and analytic skills.

AEDP internships are available in Hartford, Conn., and Philadelphia, Pa.

What opportunities does the program provide?

AEDP
AEDP Associates share much in common: education, intellectual curiosity, career
aspirations. You’ll be able to connect with members of the actuarial community at
company-sponsored forums. Ultimately, you will be part of a group with a similar set
of goals and professional pursuits: earning a Fellowship of the Society of Actuaries
(FSA) designation, being challenged, working hard and making a positive difference
to CIGNA’s bottom line.

Your program manager, an FSA, will work with you to create a development plan that
builds on your strengths, identifies and addresses your development needs, and meets
your personal goals and aspirations.

Job rotation examples:

First rotation: Working on the financial reporting and analysis of group life products
in reserving
Second rotation: Setting rates for all medical products for a specific region of the
country in Pricing; second-rotation Program Associates often manage a summer
intern.

Your progress is focused on fostering and mastering five key competencies—

analytical, business knowledge, communication, leadership and technical—to
prepare you for a successful career as a financial executive at CIGNA.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 109
 Vault Guide to Management and Leadership Development Programs
CIGNA

An integral part of your technical development is progressing through the actuarial

examinations. Obtaining an FSA designation is a rigorous process that includes
exams and successful completion of projects and seminars that focus on professional
development.

CIGNA supports and rewards determined FSA candidates. Here’s the training you’ll
receive as a program associate pursuing your FSA designation:

• Coaching and mentoring by current FSAs

• 80 to 140 hours of on-the-job study time per exam
• Paid tuition for review courses, seminars and test fees
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Reimbursement for study materials and travel costs to exams and seminars
• Paid time off to take the exam

You will also receive an increase in salary for every exam you pass, in addition to
your yearly merit increases. Exam pass rates for CIGNA AEDP Associates are
significantly higher than the national average. Historically, this translates to most
CIGNA candidates earning their FSA designation in five years—approximately half
the time it takes other FSAs to complete the requirements.

After you receive your FSA, you will have officially “graduated” from the AEDP—
but your career development does not stop. Many FSAs continue to rotate every two
to three years.

AEDP Summer Internship

The AEDP internship is designed in much the same way as our full-time program in
that, you will get into a meaningful work assignment right away. As part of a business
unit during the course of your project, you’ll interact with many financial, operational
and sales professionals to accomplish your project’s goals. You’ll be responsible,
accountable and highly visible to management and will go through extensive on-the-
job training as well as participate in the summer speaker series, a unique opportunity
to hear from our own senior-level actuaries.

Qualifications of the candidate:

AEDP
Successful actuaries come from a mix of educational backgrounds, many with a
mathematics, engineering, economics or statistics major.

If you have a strong math aptitude, analytical ability, leadership qualities, effective
communication skills and a strong business sense, the AEDP may be for you.

CAREER
110 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
CIGNA

CIGNA is committed to developing and rewarding top professionals who deliver

results that help us achieve our business goals. You will develop your skills further
through structured learning and leadership training. Lastly, CIGNA welcomes and
encourages FSAs to pursue many nontraditional career paths, such as roles in
operations and investments.

Full-time entry requirements

• Undergraduate or graduate degree in actuarial science, finance, statistics,
business, engineering, economics or math with a minimum GPA of 3.2; 3.4 or
better preferred
• Currently pursuing FSA designation; completion of Course 1/P or more preferred
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Previous applicable work experience through full-time employment, internships

or co-ops
• Skills and attributes
• Excellent written and verbal communication and presentation skills
• Outstanding problem-solving, analytical and interpersonal skills
• Business knowledge
• Desire to develop business/actuarial skills through core and nontraditional
rotations
• Commitment to ongoing training and development
• Initiative, dedication and desire to become a top-ranking financial professional

AEDP Summer Internship

Minimum qualifications
• 3.2 GPA
• Currently pursuing an undergraduate or graduate degree
• Demonstrated analytical and leadership skills
• Excellent verbal and written communication skills
• Interest in the actuarial profession and pursuing a business leadership career

What is the program called?

Business Leadership and Sales Training Program (BLAST)

What is the duration of the program?

Six weeks

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 111
 Vault Guide to Management and Leadership Development Programs
CIGNA

Please describe the leadership programs.

The BLAST Program prepares sales representatives who understand the way we
acquire new business. BLAST representatives have been integral to CIGNA Group
Insurance’s (CGI’s) ability to expand its customer base. It is designed for recent
college graduates and early career professionals interested in a career as a top-
performing sales representative in the group insurance segment of the employee
benefits industry. BLAST offers an extensive learning opportunity that consists of
on-the-job and classroom training, coaching and mentoring.

What opportunities does the program provide?

In classroom training (approximately six weeks in length) you will focus on:
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• professional selling skills

• CIGNA Group Insurance products
• underwriting and risk selection
• influencing and negotiation skills
• service and operations
• broker and territory management

The structured on-the-job experiences take place in the field sales office and include
role-plays, self-study, manager coaching and feedback, as well as job shadowing of
experienced sales representatives.

Nine exams are administered throughout the program to assess knowledge and skills
and to ensure certification for field readiness. In addition, each representative must
acquire the legally required state licenses for the sale of insurance products.

You will emerge from the program, typically in about four months, with in-depth
knowledge of the insurance industry and CIGNA’s product offerings, poised for a
professionally satisfying and financially rewarding career.

Qualifications of the candidate:

Minimum qualifications include:
• Undergraduate degree
• Excellent oral and written communication skills
• Previous work experience or internships
• Outstanding negotiation and influence skills
• Strong sense of initiation and perseverance
• Results-driven approach to goals and challenges

CAREER
112 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
CIGNA

• Ability to work independently

• Eligibility to work in the U.S. on a permanent, full-time basis
• Valid driver’s license

Preferred Qualifications
• Excellent academic credentials (3.4 GPA or above)
• Actuarial science, statistics, math, business or economics majors with a strong
math background
• Demonstrated initiative and perseverance
• Previous applicable work experience through internship or co-op
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

What is the program called?

Sales Optimization, Acquisition and Retention (SOAR) Program

What is the duration of the program?

Six weeks

Please describe the leadership programs.

Bring your excellent communications skills, outstanding negotiation skills and
results-driven approach to CIGNA HealthCare’s Sales Optimization, Acquisition and
Retention (SOAR) Program. SOAR will train you to identify, secure and maximize
profitable selling opportunities for one of the nation’s leading provider of integrated
health care products. You’ll help expand our membership by providing programs that
enhance the health of our members and customers. Your career possibilities will
expand too, through on-the-job and classroom training, coaching and mentoring.

SOAR program opportunities are available in most major metropolitan areas in the
United States.

What opportunities does the program provide?

The SOAR program integrates a variety of learning methodologies including,
classroom training, role-plays, self-study, manager coaching and feedback, sales and
account management job shadowing. Throughout, you’ll sharpen your skills and
knowledge in these areas:

• professional selling skills

• CIGNA HealthCare products
• underwriting and risk selection
• influencing and negotiation skills

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 113
 Vault Guide to Management and Leadership Development Programs
CIGNA

• service and operations

• relationship management

Qualifications of the candidate:

Minimum qualifications
• Undergraduate degree
• Excellent oral and written communication skills
• Outstanding negotiation and influence skills
• Strong sense of initiative and perseverance
• Comfortable with mathematics
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Results-driven approach to goals and challenges

• Ability to work independently as well as in team environment
• Eligibility to work in the U.S. on a permanent, full-time basis
• Ability and desire to relocate
• Valid driver’s license

What is the program called?

The Service Leadership Program (SLP)

What is the duration of the program?

Two-and-a-half years

Please describe the leadership programs.

Our Service Leadership Program (SLP) will prepare you for a career in our
Enterprise Service areas—the lifelines of our “Business of Caring.” Recent college
grads in SLP participate in multiple rotations across our lines of business. You may
have the chance to work in health care, group insurance, international, behavioral
health, pharmacy, dental, employer services, provider services, government services,
quality and consumer-focused health care. This experience and knowledge cultivates
leaders that are able to provide superior service and leadership in all of our enterprise
service areas.

The SLP is a two-and-a-half-year program that includes management rotations

combined with comprehensive training. Through the various assignments, you will
gain exposure to the many facets of CIGNA’s enterprise services, including customer
service, provider relations, and employer services. Through the SLP, associates also
obtain a comprehensive understanding of the health care industry and CIGNA.

CAREER
114 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
CIGNA

What opportunities does the program provide?

Formal and informal training is built into the program structure. Some examples of
the formal training component are: Six Sigma, project management, technical/system
training; and formal interpersonal training including management and leadership
classes.

Cross-functional assignments allow for experience in managing people and

departments, analysis, problem-solving, customer service and peer interaction, report
preparation, facilitation, negotiation, and technical and systems skills.

Qualifications of the candidate:

Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

If you are highly motivated, enthusiastic and eager to learn; if you have a desire to
manage people and drive CIGNA’s business success, the SLP may be for you.

Minimum Qualifications:
• BA/BS in general business/liberal arts/related field with a 3.0+ GPA.
• Willingness to relocate multiple times during the program
• Excellent analytical, communication, problem-solving, interpersonal and
customer service skills
• Demonstrated motivation and ability to operate independently
• Willingness to travel for extended periods
• Prior business exposure through internship/work experience
• Active participation in extracurricular activities, particularly in leadership roles

What is the program called?

The Technology Early Career Development Program (TECDP)

What is the duration of the program?

Three rotations, each lasting 12 months

Please describe the leadership programs.

See yourself in CIGNA’s TECDP and watch your network expand! Our IT
professionals understand more than just the latest technologies. They understand that
the right application can provide high-quality, cost-effective products and services
that make customers choose CIGNA. Our TECDP program will train you to apply
best-in-class technology solutions that can advance your career and our company.

TECDP targets recent college graduates and early career professionals with a degree
in information technology or a related discipline. The program offers its associates

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 115
 Vault Guide to Management and Leadership Development Programs
CIGNA

an opportunity to develop technical, leadership, and business skills to become a well-

rounded IT professional and leader.

In addition to full-time TECDP positions, internship and co-op opportunities are also
available.

The full-time program has positions available in CIGNA’s Bloomfield, Conn., and
Philadelphia, Pa. offices.

What opportunities does the program provide?

TECDP is designed to develop broad IT generalist and leadership skills. The program
includes three rotations each lasting approximately 12 months. During the program,
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

associates will:

• Develop a common business skill set as well as specific technical skills through
rotations and formal training
• Learn aspects of various IT roles and begin to develop their IT career path (i.e.,
technical specialist, IT project/people manager or business/operations direction)
• Develop a network of colleagues who are high-performing, committed
professionals with similar goals and experiences
• Gain broad knowledge of CIGNA’s businesses and the IT function.

Qualifications of the candidate:

TECDP provides associates with a challenging IT position that develops exceptional
IT and business professionals. We want well-rounded college graduates or early
career professionals who have a desire to learn our business and apply technology
solutions for our mutual success.

Below is a list of the preferred qualifications for TECDP applicants:

• Undergraduate degree in information science & technology, computer science,
management information systems or related discipline
• 3.4 GPA
• Competency in various programming languages
• Previous applicable work experience through internship, co-op, or part-time
employment
• Strong problem-solving, analytical and interpersonal skills
• Excellent oral and written communication and presentation skills
• Demonstrated initiative and perseverance
• Innovative thinker

CAREER
116 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
CIGNA

• Desire to develop business and technical skills through ongoing training and
challenging assignments
• Active participation in extracurricular activities, particularly in leadership roles
• Eligibility to work in the US on a permanent, full-time basis

What is the program called?

The Underwriting Leadership Training and Risk Assessment (ULTRA) Program

What is the duration of the program?

Four months
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Please describe the leadership programs.

The ULTRA Program can prepare you for a satisfying and rewarding career as an
Underwriter. As an underwriter, you will determine the premium rate level and plan
design structure for individual cases. Your ability to determine the appropriate
premiums to be charged will help ensure sustainable growth for your career, our
customers and our company.

ULTRA is designed for recent college graduates interested in a career in

underwriting. The program provides an extensive learning opportunity within
CIGNA’s Group Insurance (CGI) business, a leading provider of group life, accident
and disability insurance to employer groups across the nation.

ULTRA is an intense four-month curriculum combining classroom and practical

experiences. You can expect to spend on average, two weeks per month in classroom
sessions. The remainder of the time will be spent in practical work experiences.

The curriculum includes classroom sessions on:

• Insurance basics and risk dynamics
• CGI products and services
• Underwriting and risk selection
• Influencing and negotiation skills

Structured practical work experience includes:

• Assisting in case work to gain real world experience
• Individualized training and mentoring by experienced underwriting officers
• Management coaching and structured feedback processes
• Hands-on learning with key underwriting tools

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 117
 Vault Guide to Management and Leadership Development Programs
CIGNA

Training and final job assignments are in Philadelphia, Pa., Jersey City, N.J., and
Overland Park, Kan..

What opportunities does the program provide?

ULTRA associates are part of a comprehensive underwriting training program,
learning from leading industry professionals through hands-on and one-on-one
coaching. As an ULTRA associate, you will learn how to:

• Underwrite life, accident, and disability programs for diverse businesses

• Assess risk based on CIGNA Group Insurance’s standards
• Determine appropriate premiums to be charged for accepting the risk
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Partner with our internal sales team to solve employer benefit design issues
• Interact with the industry’s key broker and client communities

Qualifications of the candidate:

If you are analytical, persuasive and results-oriented, ULTRA may be for you. We are
looking to attract bright, assertive and confident candidates to help us make CIGNA
the number one provider of employee benefits.

Minimum qualifications
• BA or equivalent experience.
• 3.0 GPA
• Strong oral and written communication skills.
• Focused on prompt and effective issue resolution: bias for addressing issues
person to person
• Strong analytical skills with demonstrated ability to identify problems and initiate
appropriate action
• Demonstrated application of mathematical skills
• Basic knowledge of Microsoft Word and Excel
• Superior teamwork skills and demonstrated ability to develop and maintain
effective business relationships via phone
• Demonstrated ability to thrive in a high volume work environment (able to
balance multiple tasks and move effectively from case to case)
• Eligibility to work in the U.S. on a permanent, full- time basis

CAREER
118 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
CIGNA

Additional Information
For additional information regarding any of CIGNA’s programs, you can e-mail us at
[email protected] to learn more.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 119
 Citi
399 Park Avenue Leadership Program Contact
New York, NY 10043 Emily Dancyger King
Phone: 800-285-3000 Director, Leadership and Executive
www.citigroup.com Development
2 Court Square, 7th Floor
Locations Long Island City, NY 11120
In over 100 countries: Africa, Asia- Phone: (347) 648-2263
Pacific, Central America & E-mail: [email protected]
Caribbean, Europe, Middle East, Melanie Stave
North America and South America. Senior Vice President
388 Greenwich Street, 18th Floor
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

New York, NY 10013

Phone: (212) 816-0392
E-mail: [email protected]

Diane Shults
Manager
1 Court Square, 9th Floor
Long Island City, NY 11120
Phone: (718) 248-4033
E-mail: [email protected]

Defining Leadership
How does your company define leadership?
The size and complexity of Citi prevents us from subscribing to a single leadership
definition. Instead, Citi focuses on creating leaders with a broad set of skills which
can be applied to different roles and challenges. We measure our leaders against a
broad set of core competencies that focus not only on “hard” skills but also a set of
values and behaviors which flow out of our “Shared Responsibilities” to our clients,
our franchise and each other.

Leadership Programs and Training

What are the programs called?
• Global Consumer Group Management Associate program (GCGMA)
• Citi Cards Management Associate program (CCMA)
• Risk Management Associate (RMA) Program
• Finance Management Associate (FMA) Program

CAREER
120 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Citi

What is the duration of the programs?

• GCGMA: Two years
• CCMA: 2 years (four six-month rotations)
• RMA: 18 months (three six-month rotations)
• FMA: 18 months (three six-month rotations)

Please describe the programs.

• GCGMA: This program is designed to attract high potential individuals with
superior leadership skills into a two-year cross-business, cross-functional general
management development program. The program gives the Management
Associates (MA’s) a holistic view of the consumer businesses within Citi. The
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

rotational assignments are designed to provide exposure to how we conduct

business on a daily basis as well as structural and cultural challenges that face
Global Consumer Group leaders globally. The program is comprised of four six-
month rotations in at least three Global Consumer Group business units (Global
Consumer Group, Citi Cards, North American Operations & Technology,
Commercial Business Group, Student Loan Corporation, etc.). Rotations will
focus on four functional areas of credit/risk, finance, sales/marketing, and
operations. There is an opportunity to complete a six-month overseas rotation after
the first year. There is exposure and interaction with senior management on a
regular basis and an executive mentor will be assigned to enhance the development
process. There is a senior management sponsored team project between the first
and second years on the program.

• CCMA: The Citi Cards MA program is for exceptional MBA students with an
expertise in marketing, analytics and/or general management whose primary
interest is to build in-depth understanding of and experience the credit cards
business. The program consists of three eight-month rotations within various Citi
Cards businesses, providing robust and challenging cross-functional development
assignments to build leadership skills and general management breadth. The first
two rotations are analytical (Risk Management, Decision Management, Finance, or
Strategy) and marketing. The third rotation is an elective rotation where the MA
has the option to complete another marketing or analytic rotation, or can choose a
rotation in the Center of Excellence (Human Resources, Legal, Chief of Staff,
Chief Administrative Officer, Operations, or Technology). Rotations are primarily
based in North America and all MA’s are encouraged to rotate through at least two
different geographic sites to gain the most development and exposure during the
program. There may also be select opportunities in the International Cards
business, based on business needs. There is also classroom training, on-the-job

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 121
 Vault Guide to Management and Leadership Development Programs
Citi

learning and individual development resources. MA’s gain a broad exposure to

leaders at all levers of the organization and are provided feedback throughout each
rotation.

• RMA: Risk Management is an independent organization within Citi that partners

with each of its major businesses, globally. Risk Management plays a critical role
in developing and implementing business strategies that help Citi grow
responsibly. Citi’s profitability could be affected by a number of global and local
economic factors such as liquidity of the global financial markets, the level and
volatility of interest rates, equity prices, investor sentiment, inflation or the
availability and cost of credit. Risk Management’s independent judgment allows it
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

to take these factors into consideration and make important risk decisions for the
organization.

The goal of the Risk Management Associate (RMA) Program is to develop global
risk managers who bring their varied experience and knowledge into every
transaction to help influence the overall strategy of the business.

- It is a two-year developmental program providing accelerated learning with the

opportunity for each associate to shape his or her career. Rotations are designed
to expose the associate to Citi’s different businesses; Alternative Investments,
Commercial Markets Group, Corporate Center, Markets and Banking, Global
Consumer Group and Global Wealth Management
- The program provides four, diverse, six-month rotational assignments, one of
which may be overseas; dependant upon factors including but not limited to the
associate’s work performance and business needs.
- The program begins in August with one month of classroom training in New
York City with the first rotation starting in September.

• FMA: The Financial Management Associates Program (FMA) provides Financial

Management Associates with the challenge of diverse rotational assignments in
various finance areas across all Citi sectors. Financial Management Associates
have the opportunity to work closely with senior-level finance managers in key
areas including strategy, business development, planning and analysis, treasury,
accounting and financial reporting/control. The program consists of three six-
month rotations with an optional international rotation, which broadens the
Financial Management Associates’ global perspective both professionally and
personally. Financial Management Associates can choose the location where they
want to be based, including New York City, EMEA, Asia, Latin America and
Japan.

CAREER
122 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Citi

Several key elements of the FMA program include:

- Access—Start at the top. FMAs can gain direct access to Citi’s senior financial
officers and management team while working with carefully selected managers
who know how to maximize their potential and develop their careers. Learn
about global finance from the people who shape it everyday.
- Global Reach—Build an endless network. FMAs can select their region from
five major global regions. Additionally, FMAs can be exposed to varied global
perspectives and businesses by spending one of their three rotations on an
international assignment outside their regional hub. Much like the business
school experience, FMAs develop close ties within the FMA community at Citi
and strengthen these relationships throughout their career.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

- Leadership—As part of a leadership development program, FMAs are viewed

as the future finance leaders of Citi. FMAs are encouraged to develop their
management skills during their three rotations.
- Responsibility—Contribute from day one. Part of Citi’s growth strategy
depends on the entrepreneurial spirit of our employees. As a full-time member
of the team, FMAs can apply their leadership skills in a customized curriculum
to accelerate their learning and professional development.
- Empowerment—Be part of the action. FMAs are typically challenged right
away to be intricately involved in the fast-paced analytical and dynamic
financial environment of a world-class corporation.

From the start, FMAs will be paired up with a senior mentor who will guide,
support and mentor them throughout the program. These are professionals who
have volunteered their time to mentor FMAs, therefore have a strong commitment
to the program and the future leaders of Citi.

The program unique is the cross-business exposure that the Management

Associates experience. Where else could one spend six months in a corporate
strategy role assessing Citi’s next acquisition, spend six months planning for Citi’s
biggest business, the Global Consumer Group, and then learn how money is moved
at Citi by spending six months in a Treasury function?

Describe how your program(s) differ at different levels of leadership.

For the GCGMA and CCMA: Upon entering the program, an individual is a
Management Associate. During this time, the individual is in the learning stage and
may not necessarily have a leadership role during the rotations. After completing all
rotations, the individual will gain a breadth of experience regarding the business and
will become a Vice President upon graduation. At that time, the individual will begin

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 123
 Vault Guide to Management and Leadership Development Programs
Citi

to manage other personnel and through time will become a next leader of his or her
business.

What are the goals of the programs?

GCGMA and CCMA: The main goal of the program is to provide an individual with
the breadth of experience to become a next generation’s leader of their business and
in Citi.

RMA: It is anticipated that successful Associates will move into positions in one of
Citi’s Global Risk Management businesses post-program. Associates are encouraged
to identify their preferred risk management area of focus.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

FMA: After learning and contributing to the business during the program, many
Financial Management Associates take Vice President-level finance positions that
ultimately lead to important leadership roles inside Citi sectors. The FMA program is
a great launching point for a successful career path in finance.

Qualifications of the candidate:

• GCGMA: MBA students with a concentration in finance, strategy, marketing, or
general management is preferred.
- Four to six years progressive work experience, results driven, ability to execute
and get things done, foster relationships and promote collaboration, ability to
influence others and lead others, excellent communicator, adaptable and
comfortable with ambiguity, disciplined decision maker, big picture thinker,
exhibits mature confidence, willingness to move every six months.
- Full-time position for current second year MBA students.

• CCMA: MBA students with a concentration in marketing, general management, or

an analytic focus.
- CCMA: Three to years relevant work experience, demonstrated leadership
potential, respect for diversity of thought and experiences, intellectual
curiosity, sound judgment, teamwork, ability to influence in a matrix
organization.
- Full-time position for current second year MBA students.

• RMA: Currently pursuing an MBA with a concentration in finance or

economics—course work in corporate finance, capital markets and financial
statement analysis
- Three to five years of significant, relevant work experience
- Strong analytical, quantitative, problem-solving skills

CAREER
124 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Citi

- Flexibility and adaptability to changing business directions

- Willingness to take initiative
- Strong communication, leadership and interpersonal skills
- Professional and personal maturity
- Self-motivated, willingness to learn while keeping an open mind
- Willingness to cross borders, businesses, ideas and cultures

• FMA: The Financial Management Associate Program values individuals who are
committed to excellence in whatever they do, who have a sense of urgency and
excitement, and who thrive in an environment of change and competition.
- MBA with a concentration in accounting, finance, or economics
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

- Three to five years of significant, related work experience

- Eagerness for a broad and increasingly demanding career in financial
management
- Interest in opportunities for international assignments and new business
challenges at regular intervals
- Willingness to take initiative and offer creative solutions, to take risks and
build businesses
- Strong communication and presentation skills
- Skill at building and maintaining relationships
- Ability to speak several languages (not mandatory)

Do the programs have a special recruiting relationship with particular

universities/colleges/grad programs?
For the upcoming recruiting season:
• GCGMA had a relationship with the following universities: Chicago GSB,
Columbia Business School, Duke Fuqua School of Business, Georgetown
McDonough School of Business, Harvard Business School, Kellogg School of
Management, NYU Stern School of Business, University of Michigan Ross School
of Business, the Wharton School, UCLA Anderson School of Management,
London School of Business, IESE Business School and ESADE.
• CCMA had a relationship with the following universities: Chicago GSB, Columbia
Business School, Johnson School at Cornell University, Carnegie Mellon Tepper
School of Business, Duke Fuqua School of Business, Emory Goizueta Business
School, Georgetown McDonough School of Business, Harvard Business School,
Indiana Kelley School of Business, Kellogg School of Management, Maryland
Robert H. Smith School of Business, University of Michigan Ross School of
Business, NYU Stern School of Business, UT Austin McCombs School of

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 125
 Vault Guide to Management and Leadership Development Programs
Citi

Business, Vanderbilt Owen Graduate School of Management, the Wharton School,

Yale School of Management.
• RMA: Duke and UNC and conferences (NBMBAA, NSHMBA).
• FMA: Chicago GSB, Columbia, Cornell, Duke, Georgetown, Michigan, NYU,
Rochester, Tuck, Duke and conferences (NSHMBA, NBMBAA, DISCO).

How many people are accepted into the program annually?

Graduates:
GCGMA: 15
CCMA: 50
RMA: 10
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

FMA: 10-20

Others:
RMA: Internal Promotion Process
FMA: the program also has an internal promotion process, where existing employees
with appropriate credentials can apply.

How do you identify leadership qualities?

Leadership qualities are identified through comprehensive interviews conducted on
campus.

What percentage of your program participants are hired full-time?

75 percent of summer associates accept the full time position as FMA.

Please explain how you incorporate other leadership training and

development programs and resources into your career management plan.
Currently, Citi offers new managers and mid-level managers a variety of courses
around the globe which help managers learn the expectations of leaders at Citi and
develop a variety of skills which include but are not limited to: performance
management, communication, influence, manager/peer relationships, motivation and
delivering positive results in challenging and changing business environments.

Within the executive population, Citi’s executive development initiatives foster a

global cross-business community of best-in-class leaders who build and reinforce a
culture of performance, productivity, meritocracy, integrity, transparency and
teamwork. Executive development initiatives support the execution of Citi’s business
strategy through highly focused forums, programs and one-on-one executive
coaching engagements designed to promote capability development, culture and
alignment with the company’s top priorities.

CAREER
126 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Citi

Examples of core programs include:

Leadership 1: This program, for first time supervisors/managers with at least 12
months in a management position, creates a solid foundation for understanding and
answering the challenges facing a new manager, and builds strong leadership skills
and behaviors at a formative stage in any leadership career. The program focuses on
critical skills for new managers by addressing the following issues in group
discussions, role-practices and small group exercises: recruitment and selection,
diversity awareness, goal setting and motivation, addressing problem performance,
performance appraisals, coaching, managing change and leading with development
plans.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Leadership 2: This program, for supervisors/managers with at least 24 months in a

management position, focuses on critical skills for midlevel managers by addressing
the following issues in group discussions, role-practices and small group exercises:
situational leadership, coaching for performance, diversity behaviors, collaborative
peer relationships and effective strategy for “managing up.”
Business Leadership Program (BLP): A highly interactive four-day program
designed for Citi’s highest potential executive talent, one to two levels below the Citi
Management Committee. The BLP focuses on creating alignment and ownership
around Citigroup’s top priorities, strategy and management philosophy while
building culture, sharpening leadership skills and forming a new network.
Chairman’s Executive Forum (CEF): This three to four day experience is Citigroup’s
flagship executive development program. While the program components are similar
to those at the BLP, the tenor of the dialogue reflects the greater seniority of the
group. The experience is designed to create alignment and ownership around
Citigroup’s top priorities, strategy and management philosophy while building
culture, sharpening leadership skills and forming a new network.

Who are some notable alumni that have come out of your company’s
leadership training/program(s)?
Many of Citi’s management committee members and business heads have attended
our top executive development program, the Chairman’s Executive Forum (CEF)
including:
• Stephen Bird, CEO, Global Consumer Asia Pacific (CEF, 2001)
• Steven Freiberg, Chairman and CEO, GCG - North America (CEF, 2001)
• Manuel Medina Mora, Chairman & CEO, Latin America & Mexico (CEF, 2005)
• Robert Morse, CEO CMB Asia Pacific (CEF, 2002)
Note: bios available on www.citigroup.com

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 127
 Vault Guide to Management and Leadership Development Programs
Citi

Going Forward: Plans for Leadership Expansion

Does your firm have any plans for future leadership development programs,
either formal or informal?
Citi plans to roll out a more formalized leadership development pipeline tied to a
broader talent strategy for the organization. This formal structure would enhance the
offering and availability of leadership development programs at various levels within
the organization from new managers all the way through senior managers and
executives.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

CAREER
128 LIBRARY © 2008 Vault.com Inc.
 Colgate-Palmolive Company
300 Park Avenue Leadership Program Contact
New York, NY 10022 www.colgate.com
Phone: (212) 310-2000
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Defining Leadership
How does your company view leadership development?
At Colgate, we care about our people. Attracting, developing and retaining
exceptional people is paramount. To support employee success and job satisfaction,
we proudly offer global career opportunities and career training and education.

Quite simply, our career development approach is all about confidence: We motivate
our people to take on challenging and exciting work and give them the experience,
exposure and support they need to succeed.

Leadership Programs and Training

What are the programs called?
• Individual Development Planning (IDP)
• Succession Planning

Please describe the leadership program.

• Colgate IDPs enable employees to partner with their managers to identify skills,
behaviors and knowledge needed to achieve specific goals.
• Colgate relies on global succession planning to identify and develop the next two
to three generations of Colgate leaders

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 129
 Vault Guide to Management and Leadership Development Programs
Colgate-Palmolive Company

What opportunities do the programs provide?

Colgate’s leadership position in the global marketplace is directly linked to the skill
of our employees. Practical learning and professional growth are critical to our
continued success. We invest generously in the training and education of Colgate
people.

Our commitment to skill development includes:

• Formal classroom study
• Sharing best practices, globally
• Developing practical work applications based on real-world learnings
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

What impact do the programs have on the candidates’ career path?

We encourage on-going, two-way communication so that Colgate people know how
they are doing and what they need to do to further develop as professionals. We
encourage:

• Annual goal-setting sessions

• Continuous coaching and feedback, to discuss progress, identify areas for
improvement and redefine priorities
• Written appraisals to document progress toward career goals

This information is taken from publicly available sources.

CAREER
130 LIBRARY © 2008 Vault.com Inc.
 Credit Suisse Group
Eleven Madison Avenue Leadership Program Contact
New York, NY 10010 David Deacon
Phone: (212) 325-2000 Managing Director & Head of the Credit
www.credit-suisse.com/careers Suisse Leadership Institute
Locations
Worldwide
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Defining Leadership
How does your company define leadership?
Credit Suisse defines leadership as “Leading by example, providing direction,
mobilizing commitment, managing human capital.” Individuals who lead by example
are in line with the bank’s culture, principles and values to develop and provide
innovative solutions to clients. By providing direction, our leaders take on
management responsibility and accountability and develop objectives to meet our
global goals. True leaders also create a stimulating work environment that
encourages people to give their best and empowers and inspires people. We at Credit
Suisse also value building and developing effective teams and fostering talent for the
future.

Our definition of leadership aligns with Credit Suisse’s core competencies related to
“client-centricity,” reputation, teamwork, and people leadership. Many people who
join Credit Suisse do so because of “the people.” Credit Suisse appeals especially to
intelligent and outgoing personalities who want to work together in an atmosphere of
cooperation and respect. It’s a different perspective on how a global bank should go
about its business, but it works for us. You won’t find bureaucracy or a strict
hierarchy here. Instead, employees tend to have responsibility early, and we
encourage and reward open communication at all levels. Even as a new associate or
analyst, it is not unusual to work directly with managing directors, directors and vice
presidents at Credit Suisse.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 131
 Vault Guide to Management and Leadership Development Programs
Credit Suisse Group

There’s no particular Credit Suisse “type.” On the contrary, diversity—diversity in

the broadest sense—is at the core of the Bank. We are a truly global, multicultural
operation. Perhaps this begins to explain why Credit Suisse has such a distinctive
atmosphere and diverse corporate culture. If in doubt, we cooperate. We enjoy
working together to make things happen.

To join us, you’ll need to be as talented, focused and imaginative as the people you’ll
work alongside. It’s about being collaborative, rather than competitive; being curious
and asking questions; taking the initiative and assuming a leadership role whenever
the need arises. Credit Suisse has a history of employing entrepreneurial thinkers and
leaders, and that is what we continue to look for in the people we recruit.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Leadership Programs and Training

How do you identify leadership qualities?
Some of the leadership qualities we look for in our search for talent fall into the
following categories: client focus, business and functional expertise, solutions and
implementation, ethics and control, innovation, personal excellence, collaboration
and teamwork, people leadership, and Diversity and Inclusion.

Diversity and Inclusion is integrated into key processes. For example, Diversity and
Inclusion is one of the Bank’s core competencies which is part of the performance,
compensation and promotion reviews. We also provide innovative policies and
benefits. This underscores Credit Suisse’s commitment to Diversity and Inclusion
and to its employees.

Outline some other overall results from the program.

Credit Suisse’s training programs are designed to be best-in-class. Content varies
from one business area to another, but all programs combine formal learning with on-
the-job practice and personal coaching to create an exceptional environment for
development. What’s more, the bank’s award-winning business school helps our
people continue to learn and grow throughout their careers. This is not a peripheral
perk or an empty promise: Credit Suisse will invest in your development as if the
bank’s future depended on it, because it does.

What is your bank’s leadership development model?

We have a multitiered global leadership program with various components. Credit
Suisse’s Leadership Institute globally supports the bank by offering firmwide cross-
divisional leadership and management training. Through in-depth needs analyses,

CAREER
132 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Credit Suisse Group

we have created a solid career and development path of internally developed

programs that teach employees the critical leadership and management skills required
for success at each level of their career. This includes teaching the mandatory skills
that every manager must know to be successful in their current role up to targeting
our high potentials and giving them the necessary skills they need to achieve.

Our four-module Management Essentials Program is a necessary program for all new
managers. This session teaches the basics of modern staff management at Credit
Suisse, from understanding your own management strengths to learning key tools for
effective management, all using a hands-on approach.

Our Emerging Leaders Program provides a platform for high performing individuals
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

who are considered to be on a fast career track. This is a three-module program over
a four-month period providing participants with a solid understanding of the Credit
Suisse strategy and exposure to its key business challenges. It covers a broad range
of management and leadership topics and enables participants to engage in action
learning projects. These action learning projects actually require participants to take
on the real strategic issues that the firm faces and develop actual solutions that are
fed back to top management.

In addition, the Credit Suisse Leadership Institute offers a multitude of career and
strategy aligned development programs at all levels of the bank. At the managing
director level, employees have access to programs like the “Top 200 Development
Programs” that provide individual development measures for specific executives and
the “New MD Program” that explores what it means to be a leader at the MD level
focusing on the bank’s strategy and implementing change. The “Strategic Forum”
offers a cross-divisional platform for MDs to discuss Credit Suisse’s revenue and
profit generating initiative as well as their implementation capability.

Leaders at the director level are offered similar programs such as the “Senior
Leadership Challenge” that offers a cross-divisional platform for dialogue on client
service and cross-business collaboration and the “New Director Program” that
explores one’s transition to the director level and how to translate strategy into action.
The “Advanced Management Program” is offered to employees at the vice president
level and above. A newly implemented program is the Global Leader Program which
focuses on challenges and opportunities of the global marketplace and future trends.

Divisional programs for high potential diverse women provide pivotal, career
impacting leadership behavioral skills training to hand selected midlevel employees.
The intention of the programs is to continue to develop women and diverse

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 133
 Vault Guide to Management and Leadership Development Programs
Credit Suisse Group

employees in the promotion pipeline. Over 150 women and underrepresented

minorities have participated to date.

“Upward Bound” is a global program for all women VPs in one division and was
designed to develop women and increase retention. To date over 400 women VPs
attended this development program which focuses on managing one’s career. The
“Women of Influence Speaker Series” is another highly successful program. Within
this series, dynamic women share their experiences and how they became successful.
The program “Paths to Success” features panels of Credit Suisse women executives
who share their career experiences and successes.

Credit Suisse offers seven formal mentor programs that align with each of our
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

business units. In addition, the Center of Competence for Mentoring is a global

resource center designed to support business units in their effort to establish and
manage formal mentoring programs. The Center of Competence for Mentoring is
comprised of online capabilities which provide access to supporting tools, best
practices and regional contacts for advice. Mentoring is part of Credit Suisse’s
corporate culture. Hundreds of employees participate in programs sponsored by our
Multi-cultural Resource Network, Women’s Networks, Americas Foundation and
other divisional groups.

Who are some notable alumni that have come out of your company’s
leadership training/program(s)?
Many of our executive board members are home grown within the company.

Most notably is Brady Dougan, Chief Executive Officer of Credit Suisse Group and
Credit Suisse since May 2007. Mr. Dougan started in Derivatives at Credit Suisse
First Boston in 1990. He was named Head of the Equities division in 1996, and
Global Head of Securities in 2001. From 2002 to 2004, he served as Co-President of
Institutional Services until his appointment of CEO of the Investment Bank and CEO
of Credit Suisse Americas.

Paul Calello is the Chief Executive Officer of the Investment Banking Division of
Credit Suisse. He is a member of the Executive Boards of Credit Suisse and Credit
Suisse Group, as well as Chairman of the Management Committee of the Investment
Bank. Mr. Calello has held senior management positions at Credit Suisse in New
York, Tokyo, London and Hong Kong. Before assuming his current role in May
2007, he was CEO of Credit Suisse Asia Pacific. Mr. Calello joined the bank in 1990
as a founding member of the Credit Suisse Financial Products.

CAREER
134 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Credit Suisse Group

Walter Berchtold is the Chief Executive Officer of the Private Banking Division of
Credit Suisse since January 2006 and a member of the Group Executive Board since
July 2003 and the Executive Board of Credit Suisse. Mr. Berchtold joined Credit
Suisse First Boston in 1982. Since that time, Mr. Berchtold has led the Japanese
convertible notes trading team, the business activities of CSFB Futures Trading,
Arbitrage, Equity Derivatives Trading, and all of Credit Suisse’s Securities Trading
and Sales activity globally.

Wilson Ervin is the Chief Risk Officer (CRO) of Credit Suisse, based in New York.
He manages the Risk Division, which is made up of Strategic Risk Management,
Credit Risk Management and Risk Management and Measurement. He is a member
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

of the Executive Board of Credit Suisse and various other governing bodies.

Previously, Mr. Ervin was head of Strategic Risk Management for Credit Suisse First
Boston (CSFB) from 1999 to 2005. Prior to that, he worked at Credit Suisse Financial
Products (CSFP), the former derivatives unit of the bank, where he was responsible
for new product structuring in the Americas and U.S. corporate marketing. Mr. Ervin
joined CSFP at its founding in 1990. Prior to 1990, he held various responsibilities in
CSFB, including positions in fixed income and equity capital markets, Australian
investment banking, and in the Mergers and Acquisitions group. He joined CSFB in
1982.

Eric Varvel is Chief Executive Officer of Credit Suisse for the Europe, Middle East
and Africa (EMEA) region and a Member of the Executive Board of Credit Suisse,
based in London. He is also Chairman of the EMEA Operating Committee.

Prior to his appointment as CEO of the EMEA region in February 2008, Mr. Varvel
was Co-Head of the Global Investment Banking department and Head of the Global
Markets Solutions Group in the Investment Banking division of Credit Suisse for
over three years, based in New York. Prior to that role, Mr. Varvel spent 15 years in
the Asia Pacific region in a variety of senior roles, including Head of Investment
Banking and Emerging Markets Coverage for the Asia Pacific region ex-Japan and
as Head of Fixed Income Sales and Corporate Derivative Sales. During that time, Mr.
Varvel was based in Tokyo, Jakarta and Singapore. Mr. Varvel joined the bank in
1990.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 135
 Vault Guide to Management and Leadership Development Programs
Credit Suisse Group

Recognition
Please list any awards or recognitions your leadership programs have received,
as well as any commendations that the company has received for leadership.
It’s a journey that has led us here—to a truly exciting moment in our history. What
we are engaged in is nothing less than redefining the model of an investment bank.
Across our three core divisions—Private Banking, Investment Banking and Asset
Management—we are delivering our integrated bank strategy, as a fully united global
organization that can leverage the strengths of our business lines for the benefit of
clients worldwide.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

External publications have taken notice of our market strength, recently awarding us
with:
• Credit Suisse has been awarded the title Best Representative Bank in Egypt by
Global Trade Matters, a Forum on International Trade Agreements. The Committee
of the Awards 2008 consists of members of the Central Bank of Egypt and from the
Cairo and Alexandria Stock Exchanges.
• In Euromoney’s global Private Banking Survey 2008, Credit Suisse was rated best
in class for its private banking services in the United Arab Emirates.
• Credit Suisse has been named the 2008 Structured Products House of the Year in
Structured Products magazine’s annual American Awards for Excellence.
• In January 2008 Acquisitions Monthly gave Credit Suisse the following awards:
U.K. M&A Advisor of the Year, Italy M&A Advisor of the Year, Switzerland M&A
Advisor of the Year, and Consumer M&A Advisor of the Year.
• In January 2008 Energy Risk Deals of the Year awarded Credit Suisse recognition
for Project Finance Loan for World GTL.
• In January 2008 Investment Dealers’ Digest gave Credit Suisse the following
awards: Energy Deal of the Year for TXU Leveraged Buyout, LBO Deal of the
Year for TXU Leveraged Buyout, Healthcare Deal of the Year for Community
Health/Triad, and Technology Deal of the Year for KKR/First Data.
• Global Investment Bank of the Year—The Banker, Annual Investment Banking
Awards 2007
• Best Leveraged Finance House, Best High Yield House, Best Convertibles
House—The Banker, Annual Investment Banking Awards 2007
• Large Lender of the Year—Buyouts Annual Awards, 2007
• Global Leveraged Finance House of the Year; Investment Grade Corporate Bond
of the Year; Swiss Franc Bond House of the Year; Latin American Equity Issue of
the Year; U.S. Loan of the Year; U.S. Leveraged Loan of the Year; Latin American
Bond of the Year—IFR Review of the Year 2007

CAREER
136 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Credit Suisse Group

• Best Leveraged Finance House; Best Emerging Markets Debt House; Best M&A
House in Latin America, Euromoney 2007 Awards for Excellence
• In Euromoney’s global Private Banking Survey 2008, Credit Suisse was rated best-
in-class for its private banking services in Central & Eastern Europe and Russia.
• Global Finance magazine has awarded Credit Suisse the title Best Bank in
Switzerland in this year’s World’s Best Developed Market Banks Awards
• Credit Suisse Switzerland was ranked first in numerous categories: Corporate
Advisory for Private Banking Clients, Relationship Management, Structured
Products, Equity Portfolio Management, Private Equity Investment, Real Estate
Investment, Net-Worth Specific Services (super affluent, $500,000 to $1 million);
High Net Worth ($1 million to $10 million) und Tax Guidance and Services.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Credit Suisse has received external recognition worldwide for diversity leadership as
well. For example, Credit Suisse has been named Top 20 Companies for Multi-
Cultural Women, 50 Best Companies for Latinas, and 100 Best Companies for
Working Mothers for the fifth consecutive year. In addition, Credit Suisse holds a
top-tier position on Britain’s Stonewall Equality Index since the inception of the
index. The government of Singapore has recognized Credit Suisse for actively
promoting pro-family working practices and strategies to encourage work/life
balance.

Additional Information
In addition to our clear development path, employees are given the opportunity to
choose from a suite of competency specific programs in order to meet personal
development needs around specific skills. For example, those that have a
development need to improve their communication can participate in a number of
relevant open enrollment courses targeting everything from handling difficult
discussions to developing one’s own communication and presentation styles.

Outside of our standard programs, the Credit Suisse Leadership Institute also offers
tailor-made solutions to meet any client’s specific needs. The Leadership Institute is
comprised of experienced and professional trainers, coaches, consultants and
program managers that can develop specific interventions to respond to the issues
that our employees are facing.

Most importantly, everything we do is in line with Credit Suisse’s strategic

initiatives. The Leadership Institute has been instrumental in communication and
offering solid practical skills around implementing our One Bank Strategy, Cross-

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 137
 Vault Guide to Management and Leadership Development Programs
Credit Suisse Group

Cultural, and Client Centricity Initiatives. We have a specific set of offerings built
around enabling participants to act as change agents and implementation experts thus
becoming the ambassadors of real corporate strategic change. The Leadership
Institute remains a key strategic factor in driving the success of our employees, and
in turn, the organization.

Fostering an inclusive workplace is an integral part of Credit Suisse’s business

strategy. Diversity and Inclusion promotes a culture of teamwork which respects,
values and leverages employees differences. Diverse perspectives lead to innovative
solutions for our clients. It also allows us to attract and retain top talent in a highly
competitive industry. This is Credit Suisse’s competitive advantage.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Global Diversity and Inclusion helps the bank win new business, advises clients on
Credit Suisse’s diversity strategy and strengthens relationships with our clients.

Credit Suisse has global strength in both established and emerging markets, where
the bank’s longstanding legacy continues to give us a competitive edge. We’ve built
this success by relentlessly focusing on our clients, and by using innovation and
leadership to deliver customized solutions that meet our client’s needs.

CAREER
138 LIBRARY © 2008 Vault.com Inc.
 Cushman & Wakefield Inc.
51 West 52nd Street Leadership Program Contact
New York, NY 10019 www.cushmanwakefield.com
Phone: (212) 841-7500
Fax: (212) 841-7867

Location
51 West 52nd Street
New York, NY (HQ)
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Leadership Programs and Training

What is the program called?
JET “Junior Executive Training”—Career Development Program.

What is the duration of the program?

Three Years.

Please describe the leadership program.

A C&W commercial real estate broker assists clients in every stage of the real estate
process, representing them in the buying, selling, financing, leasing, managing of
properties, and providing strategic planning and research, site selection and space
location, among many other advisory services.

Becoming a successful commercial real estate broker starts with developing the
critical skills you will need to succeed in C&W’s sales-focused, competitive
environment. That’s where Cushman & Wakefield’s JET program comes in.

The JET Program

The JET program is a three-year program focused on the training and development
of C&W entry-level brokers. The program provides the tools and experiences you
will ultimately need to provide the highest level of satisfaction to C&W clients and
earn their business.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 139
 Vault Guide to Management and Leadership Development Programs
Cushman & Wakefield Inc.

The program includes hands-on, experiential learning, along with course work, job
assignments, branch-level training, online learning modules and targeted assessments
to ensure critical milestones are met during the three-year program.

The program provides in-depth exposure and experience in many key areas:
1) Orientation to Cushman & Wakefield: An interactive branch-level orientation, as
well as on line learning support to educate brokers about C&W and the services
we provide.
2) Research services: Individuals work with C&W Research professionals to learn
about the real estate market on a local and national level, using informational
tools and databases.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

3) Client solutions: Individuals gain exposure to areas such as project management,

property management and facilities management. Understanding the commercial
real estate “product”—the building, the warehouse, the shopping mall is key to a
broker’s success.
4) Valuation: Individuals learn about the real estate appraisal process from C&W
Valuation Services professionals.
5) Marketing: Individuals gain exposure to marketing services and the marketing
sales toolkit to prepare best-in-class presentations.

Along with exposure to our major lines of service, JET brokers will have additional
skill development opportunities during the program including:

• Business plan development

• Selling skills
• Sale and lease documentation
• Financial analysis
• Communication skills (business writing, presentation skills)

What are the goals of the program?

To develop a capable, technically proficient, market savvy, technologically astute,
commercial real estate brokers capable of winning and delivering excellent
commercial real estate services.

CAREER
140 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Cushman & Wakefield Inc.

Qualifications of the candidate:

• Bachelor’s degree in finance, law, real estate, business or liberal arts
• Prior experience in sales, real estate or customer service
• Meaningful internship experience (industry or nonindustry-related)
• Leadership experience
• Must be an independent initiator
• Must have demonstrated success in a competitive team environment or activity

How do you identify leadership qualities?

Cushman & Wakefield conducts a behavioral interview process. During the
interview process the following topics are addressed: Building trusting relationships,
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

becoming a business advisor, sales negotiation, devising sales approaches and

solutions, time/assignment management, active learning, sales attributes, and
motivational drivers.

Additional Information
Emerging Broker Training (EBT) Program: After completion of the JET Program,
individuals are eligible to participate (via a nomination process), in Cushman &
Wakefield’s EBT Program.

EBT is a three-year program that targets C&W’s four- to six- year brokers.
Individuals are nominated by their branch and senior-level brokers to participate in
the program, based upon exceptional performance, achievement of financial goals,
leadership in the office and commitment to professional development. EBT
candidates participate in a four-month learning curriculum that targets key skills
areas:

EBT I: Business development and presentation skills

EBT II: Client management and business development

EBT III: Business development, negotiation skills and teamwork

The format of EBT incorporates assessment, highly interactive instructor-led

training, and a rigorous action planning and follow-through component.

In addition to the JET Program and the Emerging Broker Training (EBT) Program,
C&W offers several training options for all brokers including e-Learning courses
accessible through the C&W Global Learning Portal and the Global Broker

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 141
 Vault Guide to Management and Leadership Development Programs
Cushman & Wakefield Inc.

Symposium, an annual event promoting learning and networking opportunities for

C&W Brokers.

C&W Global Learning Portal

C&W’s Learning Institute has developed a Global Learning Portal, which includes a
series of online workshops created and narrated by a dynamic group of subject matter
experts, including a series taken directly from the Global Broker Symposium.
Workshops focus on building skills and sharing information on topics such as
business development, developing client relationships and cross-selling Cushman &
Wakefield services. In addition, the portal includes a number of on line courses
which focus on building management skills and enhancing professional
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

development.

Global Broker Symposium

Held annually, the C&W Global Broker Symposium offers career development
opportunities through classroom-based training and networking events. At the
symposium, individuals share ideas with colleagues from around the globe and take
advantage of strategies and tactics used by their peers. The faculty includes some of
the most respected professionals in our industry. With curriculum tracks tailored to
the learning needs of office, retail, industrial and investment sales brokers,
participants enroll in workshops designed to enhance their business, industry and
service line knowledge.

CAREER
142 LIBRARY © 2008 Vault.com Inc.
 Dell
1 Dell Way Leadership Program Contact
Round Rock, TX 78682-2222 www.dell.com
Phone: (512) 338-4400
Fax: (512) 283-6161
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Defining Leadership
How does your company view leadership?
At Dell, we recognize that most learning and development is gained through on-the-
job experience and assignments, while the remainder includes interacting with others
through networking, coaching and mentoring, and through formal learning programs.

Learning Through Experience

With the majority of development happening through on the job experiences and
career moves, it is important to carefully plan development that will prepare team
members for future roles at Dell. Planning development through experiences
translates into identifying the experiences that can provide the greatest impact to a
desired skill set.

New assignments and job changes provide us with the opportunity to learn and
develop while preparing us for new roles. Leading or participating in a BPI (Business
Process Improvement) project, working on a cross-functional team, or accepting an
international assignment are all examples of valuable on-the-job learning
experiences.

Learning Through Others

Building a network, creating relationships and receiving feedback are critical to
personal and professional development. Activities such as coaching and mentoring
provide the guidance and support to help improve performance and grow capabilities.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 143
 Vault Guide to Management and Leadership Development Programs
Dell

Assessments such as the 360 process provide insight and feedback from multiple
perspectives on performance, so that individuals can identify opportunities for
continued growth and improvement. Informal networking increases effectiveness as
team members establish productive relationships with co-workers and key
individuals across the company.

Leadership Programs and Training

What are the programs called?
Dell offers a variety of formal and informal learning programs that target individual
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

development. These courses are directly tied to business needs and are designed to
develop specific competencies in the Leadership Framework, the model used to
define and describe the set of core leadership competencies that are key to success at
Dell.

Dell training courses help prepare Dell team members for their current and future
roles and cover a wide range of content including leadership and the Dell culture,
diversity, BPI, business and financial acumen, and more. Below is a sample of our
offerings.

• Leadership
The Leadership Imperative is a series of courses that focuses on a different
leadership topic each year and helps facilitate the move from a culture of
management to a culture of leadership. Consisting of leader-led working sessions,
it’s designed to engage every manager in actively achieving future business results
through leadership.

• Business and Financial Acumen

The Dell Value Proposition: Business and Financial Acumen courses provide Dell
team members worldwide with a shared understanding of key business concepts
and give them a common business language. These highly interactive courses
provide knowledge and skills for executives, managers and individual contributors
in the areas of business and financial acumen.

CAREER
144 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Dell

• Manager and Executive Orientation

Dell offers two distinct interactive orientation sessions for new managers (LEAD
First) and new executives (Leadership from the Start) to ease the transition into
these roles and enable success.

• Professional Development
Dell offers a host of courses and learning opportunities for team member
professional development. Offerings include a wide range of topics, including
functional/technical training targeted at the specific needs of the job or role (such
as sales, technical support or manufacturing), communications skills, the Dell
Direct Model and more.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 145
 The Dow Chemical Company
2030 W.H. Dow Center Leadership Program Contact
Midland, MI 48674 www.dow.com
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Leadership Programs and Training

What are the programs called?
• Commercial Assignments Program (CAP)
• Commercial Development Program (CDP)
• Finance Leadership Development Program (FLDP)
• Human Resources Rotational Assignments Program (HRAP)
• Public Affairs Development Program (PADP)
• Research Assignments Program (RAP)

What is the duration of the programs?

• CAP—18- to 24-month rotational assignment
• CDP—yearlong rotational assignment
• FLDP—18 to 24 months
• HRAP—Three years
• PADP—12 to 18 months
• RAP—10 to 14 months

Please describe the leadership/development programs.

• CAP: If you hold an MBA along with a technical or business undergraduate degree
and at least three years’ experience with either a products-offered or service
industry company, this program may be for you. You will join Dow’s commercial

CAREER
146 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
The Dow Chemical Company

function and will be assigned marketing and new business development roles in a
series of six-month projects.

The projects will be centered on growth through new market entry, new business
models, organic growth, or customer/product optimization. Many opportunities
will be within “market-facing” businesses defined by specific market space rather
than connected with a narrow product scope.

Past Commercial Assignments Program projects have included:

• Defining market trends, needs and structure

• Providing recommendations on new markets or industries to pursue
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Developing new business ideas

• Conducting a value chain analysis for a particular market/industry
• Creating value models to identify value creation of new product/service
offerings
• Participating in the implementation of a new business concept and strategic
plan
• Using transactional data to identify opportunities to improve profit margins

These projects provide experience in a variety of business units, continued skill

development and exposure to Dow’s commercial management.

Placement into a commercial role within a Dow business will follow this 18- to24-
month rotational assignment. The two likely immediate commercial career options
are:

• New business development where you identify, develop and commercialize

Dow products and services for specific target markets
• Market management where you develop and implement market strategy

Currently the Commercial Assignments Program is offered only in Dow North

America. To participate in the program, you have to be legally authorized to work
in the United States on a permanent basis.

• CDP: The Commercial Development Program is a yearlong rotational assignment

experience that prepares recent college graduates to become account managers for
one of Dow’s global businesses. The program combines skill development and
corporate orientation to maximize career potential.

During the program, participants assume marketing and sales responsibilities on

project assignments exploring growth opportunities for Dow businesses. Other
projects familiarize new employees with the resources they will eventually be

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 147
 Vault Guide to Management and Leadership Development Programs
The Dow Chemical Company

managing on behalf of their customers. There are opportunities to attend

workshops and seminars designed to build account management capabilities.

Individuals in the Commercial Development Program also network with

experienced Dow colleagues and build mentoring relationships. At the conclusion
of the program, they take on the role of account manager.

• FLDP: The Finance Leadership Development Program provides college graduates

with advanced degrees and who demonstrate outstanding leadership potential the
opportunity for a broad set of experiences in Dow’s finance organization in the first
18 to 24 months of employment. The goal of this program is to develop leaders
with the skills and experiences needed to excel in and contribute to our global
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

organization. Development will be provided through structured training,

substantive rotational assignments and interaction with supervisors and peers. The
program is structured to provide three to four rotational assignments over an 18- to
24-month timeframe and is designed to expose the participant to the finance
organization as a whole rather than a targeted area of concentration. There is no
defined sequence to the rotations and the potential areas for assignment are
treasury, strategic planning, controllers, audit and business finance.

• HRAP: Recent graduates with a talent and passion for designing and implementing
people management processes will want to consider joining the Human Resources
Rotational Assignments Program.

This program provides grounding in several human resource sub-

functions/technology areas and, at the same time, gives participants insights into
the Dow organization and culture through challenging assignments and broad
exposure to all levels of human resources.

A typical Rotational Assignments Program lasting approximately three years takes

you through assignments in a number of human resource disciplines; each lasting
12 to18 months.

You could start in our workforce planning group and help to identify and select the
best talent for Dow, then move to project work in compensation and benefits to
help set the salary structure for a site by studying the local market salary structure.
Next, you could be involved in the design and implementation of a leadership
development curriculum. You could also be a consultant to our people leaders on
best practices for leading employees to perform at their best. Or you could help
employees with their relocation needs when they take up assignments in other
cities or countries.

CAREER
148 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
The Dow Chemical Company

Throughout these assignments, you will have ample opportunity to participate in

our best-in-class training and education options as well as learn from coaches and
mentors available to you.

• PADP: Dow’s Public Affairs Development Program allows participants to develop

public affairs skills, gain valuable experience and build networks through three
rotating assignments, each lasting from four to six months.

Assignments include challenging projects to develop well-rounded public affairs

professionals and enhance career potential. Participants in the program contribute
to local, national, regional and global projects, and may even have the opportunity
to work on projects in Houston, Texas; Washington, D.C.; or Horgen, Switzerland.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Past projects have included, but are not limited to:

• Government affairs
• Corporate reputation and branding (Human Element Campaign)
• Marketing communication
• Geographic communication in Dow communities
• Employee communication
• External positioning and media relations for Dow functions

At the end of the rotational program, the Public Affairs Development Program
alumnus will be placed in a career position, based on available jobs and the
individual’s preference and performance.

• RAP: The Dow Research Assignments Program (RAP) offers new chemists,
materials scientists and engineers the unique opportunity to explore different areas
of industrial research and development before selecting a specific position in one
of our Research and Development (R&D) laboratories.

RAP is a rotational program in which new employees select and complete three or
four projects with different Dow R&D groups during their first 10 to 14 months on
the job. At the completion of the program, each employee will move into a specific
job that matches his or her interests and meets the company’s needs.

There are approximately 5,000 people working in R&D at Dow all over the world.
Hundreds of Dow scientists and managers started their careers on the Research
Assignments Program, which has been running continuously since 1982. RAP
offers talented graduates with a high degree of initiative the opportunity to rapidly
gain knowledge of Dow’s technologies, products and processes, and build a broad
network of professional contacts across the company.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 149
 Vault Guide to Management and Leadership Development Programs
The Dow Chemical Company

Qualifications of the candidate:

CAP:
• MBA degree
• Technical or business undergraduate degree
• At least three years’ experience with either a products-offered or service industry
company
• Legally authorized to work in the United States on a permanent basis.

CDP:
BS/BA in: Business/marketing, chemical engineering, mechanical engineering,
industrial engineering.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Other degrees may be considered as well.

FLDP:
• Advanced degree (MBA or masters) in a business-related concentration such as
finance, economics, accounting or math
• Minimum of three years’ professional work experience with demonstrated
leadership and academic excellence.

HRAP:
• Recent graduates with a talent and passion for designing and implementing people
management processes

PADP:
• Degrees in journalism, communication, public relations, marketing, advertising,
business or related disciplines
• Relevant work experience (internships)

CAREER
150 LIBRARY © 2008 Vault.com Inc.
 DuPont
1007 Market Street Leadership Program Contact
Wilmington, DE 19898 www.dupont.com
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Leadership Programs and Training

What is the program called?
Early Career Development Programs in engineering, finance, and marketing
leadership.

Please describe the leadership/development program.

If you are just starting in a career, one of our Early Career Development Programs,
known as DuPont field programs, in engineering, finance, and marketing leadership
allows you to experience the diversity of multiple DuPont assignments over several
years. After completing one of these programs, you can decide on what career path
is right for you.

Engineering
DuPont engineers meet new technical challenges every day—from research and
development to plant scale up to operations to marketing—in a constant drive for
quality, efficiency, and customer service.

DuPont offers a wide variety of opportunities to bachelor’s, master’s and PhD-level

engineers.

We offer the widest opportunities to the following engineers:

• Chemical engineering
• Civil engineering (construction)

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 151
 Vault Guide to Management and Leadership Development Programs
DuPont

• Electrical engineering
• Environmental engineering
• Materials engineering
• Mechanical engineering

Our Field Engineering Program provides an early-career opportunity to experience

the diversity of DuPont through a series of rotational developmental assignments.

DuPont Field Engineering Program

Since 1903, the DuPont Field Engineering Program has been bringing top-quality
engineers into over 70 different domestic DuPont locations. The program is unique
in two ways:
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• it offers engineers an opportunity to gain experience in several types of jobs at

different sites throughout DuPont, and
• it offers assignments two to three years in length, affording each engineer an
opportunity to train, develop, obtain challenging work assignments and grow
professionally.

With nearly half of the DuPont professional work force composed of engineers, the
Field Engineering Program has traditionally recruited the finest engineering talent
available. The company’s preeminent position in the worldwide chemical and
materials markets is due directly to its commitment to the development of our most
precious resource—people.

The Field Engineering Program provides you with early-career opportunities to

experience the diversity of DuPont in a series of two- to three-year assignments
leading towards a career path. The program offers you a way to build a solid record
of accomplishments and a broad-based perspective of the company. Finally, it offers
you flexibility to work at several DuPont sites before determining where your talents
best suit our business needs.

FINANCE
The DuPont finance function is responsible for the global financial reporting for the
entire company. Most new finance function employees hold undergraduate degrees
in accounting and/or finance (nine credits or more in accounting preferred). DuPont
finance provides challenging assignments and exposure to several facets of the
finance organization including:

• Accounting (financial and cost accounting)

• Auditing

CAREER
152 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
DuPont

• Tax (federal, international and state)

• Business/financial analysis
• Credit
• Treasury
• Opportunities exist in all areas of corporate finance and within our business units.
Finance responsibilities include:
• Prepare and analyze corporate financial statements and government reports
• Research accounting issues and policies and the application of those policies across
DuPont
• Perform cost/variance analysis
• Prepare internal audit functions globally
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Prepare tax reports and tax returns globally

• Prepare monthly cost closings for all DuPont sites
• Assist the businesses with merger and acquisition activity
• Candidates with undergraduate degrees in accounting, finance or finance-related
field will participate in the Finance Field Program as part their early career
development. For more information on this program, go to the program link at the
end of this profile.

THE MARKETING LEADERSHIP DEVELOPMENT PROGRAM

The Marketing Leadership Development Program (MLDP) is a management rotation
program designed to inject marketing talent and develop future leaders for DuPont.
The program brings the best talent from leading business schools to deliver new
thinking, visible results and lasting impact on our multibillion-dollar businesses.

We are looking for talented marketing people who can grow and develop into future
leaders for DuPont. Therefore, we need candidates with the skills, experience and
passion to make a difference not only to the company but also to their own careers.

Additional Information
For more information regarding DuPont’s leadership programs such as the MLDP,
visit www2.dupont.com/MLDP/en_US.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 153
 Elite Model Management Corp.

1708 Peachtree Street NW #210 Leadership Program Contact

Victoria O Duruh
Atlanta, GA 30309
Director of New Faces/Scouting Elite
Phone: (404) 872-7444
Atlanta
Fax: (404) 874-1526
1708 Peachtree St NW #210
E-mail: [email protected]
Atlanta, GA 30309
www.eliteatlanta.com
Phone: (404) 872-7444
Locations Fax: (404) 847-1526
E-mail: [email protected]
New York, NY (HQ)
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Elite North America—Atlanta, GA •

Chicago, IL • Los Angeles, CA •
Miami, FL

Defining Leadership
How does your company define leadership?
The ability to inspire others to a shared vision in order to raise performance to a
higher level!

Leadership Programs and Training

What is the leadership program called?
We do not have a so-called leadership program in place, just a basic Assistantship
Program.

What is the duration of the program?

10 weeks.

Qualifications of the candidate:

Undergraduate students, graduates, other grad schools with minimum 3.0 GPA.

Does the program have a special recruiting relationship with particular

universities/colleges/grad programs?
No.

CAREER
154 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Elite Model Management Corp.

How many people are accepted into the program annually?

Three to five.

How do you identify leadership qualities?

Self motivated and leads, but can also follow.

What percentage of program participants are hired fulltime?

50 percent.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 155
 Enterprise Rent-A-Car
600 Corporate Park Drive Leadership Program Contact
St. Louis, MO 63105 www.enterprise.com/careers
Phone: (314) 512-5000
Fax: (314) 512-4706
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Leadership Programs and Training

What is the program called?
Management Training Program.

What is the duration of the program?

Eight to 12 months.

Please describe the leadership program.

As a management trainee, we’ve hired you to eventually run your own business. Our
management training program allows you to make crucial business decisions in a
surprisingly short amount of time.

At Enterprise, promotions are based on performance not seniority. We look for

individuals who are goal-oriented. We will teach you to successfully run your own
business and then give you the opportunity to do it.

If you are self-motivated and have the ability to think on your feet, you could soon
be running your own business. It’s an opportunity to earn in two to three years what
it might take 10 years to earn somewhere else.

Once you’ve completed your initial orientation and training, you’ll be assigned to a
branch office in your home area and the hands-on training begins. You’ll learn
valuable business skills from capable mentors who were once in your shoes. Nearly

CAREER
156 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Enterprise Rent-A-Car

100 percent of all our managers and corporate executives started out as management
trainees.

What opportunities does the program provide?

During your first year, you will actively participate in everything from sales and
marketing and customer service to operations and finance. As you progress, you will
be tested and evaluated to determine your proficiency in these areas. Successful
completion of these tests and evaluations will result in rewards, pay increases and the
opportunity for continued promotions.

What impact does the program have on the candidates’ career path?
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

On average, you can expect to be promoted to branch manager within two years. The
timing, though, is truly up to you. Thanks to our entrepreneurial philosophy, there’s
absolutely nothing holding you back. Your own initiative and capabilities, coupled
with your ability to think on your feet and market effectively, will dictate how fast
you advance.

Additional Information:
Management trainees start off at a competitive entry-level income, which will vary
depending on their region. All employees, from assistant manager up, receive a base
salary as well as a percentage of the profits generated by their own location. Current
branch managers make a highly competitive income which increases with each
promotion and is dependent upon the success of the business they are running. With
our entrepreneurial philosophies, there are truly no limits to what you can achieve.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 157
 General Electric Company
3135 Easton Turnpike Leadership Program Contact
Fairfield, CT 06828-0001 Steve Canale
Phone: (203) 373-2211 Manager, Recruiting & Staffing
Fax: (203) 373-3131 3135 Easton Turnpike
www.gecareers.com Fairfield, CT 06828
Locations Phone: (203) 373-2246
Fax: (203) 229-3292
100 countries E-mail: [email protected]
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Defining Leadership
How does your company define leadership?
At GE, leadership comes from all levels of the organization. Here’s what it takes to
be a growth leader:
• External Focus: A leader, who is connected to markets, can anticipate customer
needs, continuously improves the local communities in which we operate and
drives GE to achieve best-of-class performance by any measure.
• Imagination: A leader who has the vision and courage to pursue big ideas,
encourage smart experimentation and bring innovation to market.
• Clear Thinking: A leader who can translate strategy into simple actions, can make
decisions effectively and create focus.
• Expertise: A leader who achieves depth of experience and knowledge in their
industry to impact growth over time.
• Inclusiveness: A leader, who is personally involved, connected to teams, supports
individual and cultural differences, and motivates employees.

Leadership Programs and Training

GE recruits for entry-level, internship and co-op positions by visiting a number of
campuses each year. To see if GE is going to be interviewing on your campus, select
your school from the list at www.gecareers.com/GECAREERS/jsp/oncampus.jsp. If

CAREER
158 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
General Electric Company

GE does have a schedule at your school, be sure to contact your local placement
office for interviewing details.

EDISON ENGINEERING DEVELOPMENT PROGRAM (EEDP)

EEDP is a two-year program committed to growing GE’s entry-level, high-potential
resources—people with a passion for technology, a drive for technical excellence,
business skills and GE values—by accelerating their development through intense
technical training and a variety of business-critical assignments. Edison graduates
have the technical and business foundation to proactively and continually make
innovative contributions to GE’s future.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Program Summary
• A two-year entry-level program providing three or more rotational assignments
• Assignments are engineering projects driven by real GE business priorities
• Diverse experiences may include: systems, analysis, design, quality, reliability,
integration and test
• Technical problem-solving skills developed via advanced engineering course
work, formal reports and presentations to senior leadership
• Business skills developed in corporate leadership courses
• Opportunity to earn credit towards an MS degree in engineering and in real-world
application technology

What will EEDP do for you?

• Ability to make a measurable impact
• Visibility with technical and business leaders
• Personal development through coaching and mentoring
• Accelerated development of technical, business and professional development
skills
• Opportunity to contribute to different technical areas in just two years

Qualifications of the candidate:

• Passion for technology
• Demonstrated academic excellence
• Commitment to technology and quality
• Strong analytical, problem-solving and communication skills
• Engineering degree and relevant internship/co-op experience preferred
• Minimum GPA 3.0/4.0

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 159
 Vault Guide to Management and Leadership Development Programs
General Electric Company

INFORMATION MANAGEMENT LEADERSHIP PROGRAM (IMLP)

IMLP puts information management careers on the fast track, utilizing a blend of
hands-on experience and classroom work. IMLP develops strong technical and
project management skills over the length of the program, creating a pipeline for IT
leadership roles across GE.

Program Summary
• Four six-month assignments through one of GE’s major business units
• On-the-job training in various technologies
• Formal in-class course work in advanced information technology concepts,
finance, leadership and business skills
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Extensive peer network

• Exposure to senior leaders

What will IMLP do for you?

• Ability to make a measurable impact
• Visibility to senior level IT and business leaders
• Personal development through mentoring and coaching
• Accelerated development of technical, business and leadership skills
• Opportunity to experience four different IT jobs in just two years

Qualifications of the candidate:

• A minimum of a four-year technical degree in information technology, computer
science, engineering, business
• U.S: GPA greater than or equal to 3.0/4.0
• Unrestricted authorization to work in the country you are applying
• Geographic mobility (this is a rotational program and locations vary by business)

Desired Characteristics:
• Major in CIS, CS, computer engineering, computer systems, information resource
management, information systems, MBA, MIS, systems engineering, electrical
engineering
• Prior intern, co-op, or research experience in information technology
• Knowledge of LEAN
• A strong commitment to a career in information technology
• Demonstrated analytical approach to problem solving
• Well-developed written and oral communication skills
• Business acumen
• Integrity

CAREER
160 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
General Electric Company

• Self-motivation
• Ability to deal effectively with unfamiliar and/or challenging situations
• Criteria varies by country

OPERATIONS MANAGEMENT LEADERSHIP PROGRAM (OMLP)

OMLP accelerates development of entry-level talent and produces leaders capable of
meeting the challenges facing the operations function at GE. OMLP is a two-year
program that allows members to build leadership and functional skills through
challenging rotational assignments and world-class training. Through these job
assignments and training, program members are involved in GE’s strategic
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

initiatives, including GE’s drive for LEAN Six Sigma.

Program Summary
• A two-year, entry-level program providing three or more rotational assignments
• Assignments are engineering projects driven by real GE business priorities
• Diverse experiences may include: systems, analysis, design, quality, reliability,
integration and test
• Technical problem-solving skills developed via advanced engineering course
work, formal reports and presentations to senior leadership
• Business skills developed in corporate leadership courses
• Opportunity to earn credit towards an MS degree in engineering and in real world
application technology

What will OMLP do for you?

• Ability to make a measurable impact
• Visibility with technical and business leaders
• Personal development through coaching and mentoring
• Accelerated development of technical, business and professional development
skills
• Opportunity to contribute to different technical areas in just two years

Qualifications of the candidate:

• Degree in engineering, science or operations management
• GPA greater than or equal to 3.0 in major
• Understanding of business strategy and concepts
• Analytical approach to problem solving
• Strong interpersonal and communications skills
• Intern, prior research or co-op experience in engineering or manufacturing

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 161
 Vault Guide to Management and Leadership Development Programs
General Electric Company

• Demonstrated leadership experience

• Rotation locations vary, thus candidate must be geographically mobile
• Strong commitment to a career in operations management
• Unrestricted work authorization in the U.S.

COMMUNICATIONS LEADERSHIP DEVELOPMENT PROGRAM (CLDP)

CLDP is a challenging rotational program focused on accelerated development of top
potential communications and public relations talent. CLDP creates a pipeline for
leadership roles across GE, one of the world’s most admired companies.

Program Summary
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Three challenging eight-month rotations within Corporate or one of GE’s six

businesses—infrastructure, industrial, money, commercial finance, health care and
NBC Universal
• Rotations include (but are not limited to) public relations, marketing communications,
employee communications and executive communications, among others
• Leadership, communications and business-focused training
• Extensive global peer network
• Visibility with senior leadership
• Cross-business projects

What will CLDP do for you?

• Accelerated professional development
• Leadership skills development
• Communications-specific competency development
• Global networking and mentoring

Qualifications of the candidate:

• A minimum of a four-year degree with communications-related course work
• U.S.: GPA greater than or equal to 3.0/4.0
• Unrestricted authorization to work in the country to which you are applying
• Geographic mobility

Desired Characteristics:
• Major in communications, public relations, journalism, liberal arts, marketing, or
English
• Strong business acumen
• Leadership experience inside and outside of the classroom

CAREER
162 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
General Electric Company

• Demonstrated examples of using an analytical approach to problem solving

• A strong commitment to a career in communications
• Internship experience in the communications field
• Criteria varies by country

HUMAN RESOURCES LEADERSHIP PROGRAM (HRLP)

The Human Resources Leadership Program prepares participants for a dynamic role
in the human dimension of GE. As a true business partner, participants’ work will
influence the direction of our company. HRLP accelerates development through two
HR assignments and one cross-functional role.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Program Summary
• Three challenging eight-month assignments, including the opportunity for a cross-
functional experience
• Leadership, HR and business-focused training
• Extensive peer network
• Exposure to senior leaders
• Cross-business projects
• Four global seminars

What will HRLP do for you?

• Accelerated professional development
• Leadership skills development
• HR-specific competency development
• Global networking and mentoring
• GE’s finance and Six Sigma skills

Qualifications of the candidate:

• Masters degree in business or a human resources discipline (e.g., industrial and
labor relations, industrial and organizational psychology, organizational behavior,
etc.)
• Two years of business-related work experience
• GPA greater than or equal to 3.0/4.0
• Unrestricted authorization to work in the country you are applying
• Geographically mobile

Desired Characteristics:
• MBA or master’s degree with a focus/emphasis in human resources

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 163
 Vault Guide to Management and Leadership Development Programs
General Electric Company

• At least one year of prior work experience in an HR related role

• Leadership skills
• Passion for a long-term career within human resources
• Able to effectively work with and manage global teams
• Ability to understand business strategy and organizations
• Display a high level of self confidence
• Willing to take initiative and be a change agent
• Possess strong analytical skills
• Ability to energize teams and create an engaging work environment, inclusiveness
• Possess expertise within the HR function and experience managing a team through
different business cycles
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• External focus, ability to consider the external impact of business activities and
decisions on customers, market/industry, investors, media, government and
communities
• Strong ability to establish trust with clients, peers and managers
• Ability to use sound judgment in making business decisions
• Willing to take risks
• Ability to generate new ideas and simplify strategy into specific actions
• Other desired characteristics include: well-developed written and oral
communication skills, business acumen, possess integrity, able to deal effectively
with stressful situations.
• Criteria varies by country

FINANCIAL MANAGEMENT PROGRAM (FMP)

FMP is widely considered to be the premier program of its kind. It is the first step in
many successful GE management careers. FMP develops leadership and analytical
skills through classroom training and key assignments.

Program Summary
• Intensive two-year, entry-level program spanning four rotational assignments
• Hands-on experience may include: financial planning, accounting, operations
analysis, auditing, forecasting, treasury/cash management, commercial finance and
business development
• Combines course work, job assignments and interactive seminars to equip you with
exceptional technical, financial and business skills
• Led by senior GE professionals and mentors
• Develops world-class financial leaders for exciting positions

CAREER
164 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
General Electric Company

What will FMP do for you?

• Accelerated career growth
• Semiannual salary increases based on performance
• Significant responsibility and opportunity to contribute to business results
• Exposure to business leaders
• Continuous learning and development
• Culture that recognizes and rewards excellence

Qualifications of the candidate:

• Academic excellence with financial or quantitative interest/competency
• Minimum 3.0 on 4.0 grade point average scale
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Demonstrated leadership ability and initiative

• Strong communication, interpersonal and influencing skills
• Relevant work experience
• Flexible, adaptable and geographically mobile
• Unrestricted authorization to work in the United States

EXPERIENCED COMMERCIAL LEADERSHIP PROGRAM (ECLP)

The Experienced Commercial Leadership Program accelerates the development of
commercial-savvy talent through a structured program combining course work, job
assignments and interactive seminars. Candidates are hired into one of GE’s six
businesses.

Program Summary
• A two-year program consisting of four six-month rotational assignments within the
commercial function of a GE business
• Two rotations are marketing-focused and two are sales-focused
• Program participants strengthen their commercial, business, and leadership skills
by completing an intensive curriculum consisting of eight weeks of classroom
training and in-residence global symposiums

What will ECLP do you for?

• Innovation breakthroughs—help drive innovation across GE, working on an array
of commercial and technical breakthroughs
• Continuous learning—with more than $1 billion spent annually in training and
development of employees, GE is committed to learning
• Exciting businesses—with six business groups, GE offers continued career growth,
an advantage few other companies can match

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 165
 Vault Guide to Management and Leadership Development Programs
General Electric Company

• People—GE people are some of the best in the world, with a shared desire to learn
and stretch beyond their limits

Qualifications of the candidate:

• MBA with three to five years marketing or sales experience
• Bachelor’s Degree with six to eight years marketing or sales experience
• Demonstrated leadership, communication and analytical skills
• Geographic mobility
• Second language preferred (English required)
• Unrestricted work authorization in the United States
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

COMMERCIAL LEADERSHIP PROGRAM (CLP)

CLP offers a core curriculum that fosters the development of commercial skills and
techniques that are critical to success in all GE businesses. The structure, duration
and additional training are determined at the business level to meet their specific
development and industry needs. Although the approach may vary by business, the
end result is the same—CLP prepares candidates for a successful career in sales or
marketing by providing the opportunity to learn about our products, industry and
customers while making valuable contributions to the organization.

Program Summary
• An 18-month program that that develops marketing and sales skills through a
strong core curriculum and challenging assignments.
• The program prepares candidates for a successful career in sales by providing the
opportunity to learn about our products, industry and customers while
simultaneously making valuable contributions to the organization.

What will CLP do for you?

• Continuous learning—with more than $1 billion spent annually in training and
development of employees, GE is committed to learning
• People—GE people are some of the best in the world with a shared desire to learn
and stretch beyond their limits
• Exposure—challenging assignments allow for exposure to key customers and high
level managers early in career
• Growth Potential—accelerated, fast-paced learning prepares CLPs for an exciting
career in outside sales

CAREER
166 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
General Electric Company

Qualifications of the candidate:

• Bachelor’s degree in engineering or industrial distribution
• Minimum GPA 3.0 or higher on a 4.0 scale
• Prior internship or co-op experience
• Geographic mobility
• Demonstrated interest in sales career and results-oriented
• Unrestricted work authorization in the United States

Describe how your program(s) differ at different levels of leadership:

GE’s Corporate Entry-level Leadership Programs offer recent college graduates
prized development opportunities that combine real-world experience with formal
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

classroom study. Through a series of rotating assignments—typically over a period

of two years—young professionals receive accelerated professional development,
world-class mentors and global networking that cuts across GE’s businesses.

Experienced professionals who wish to accelerate their careers find fitting

opportunity in our Experienced Leadership Programs. The programs position high-
potential talent in collaboration with some of the top innovators in their fields,
offering intensive on-the-job development in the areas of corporate audit, human
resources, and sales and marketing.

How do you identify leadership qualities?

Driving growth in a company of GE’s size is not easy. One of the ways that we turn
that challenge into an opportunity is in how we lead our people, our businesses and
our regions. To do this, we have to be more focused on external markets. Our growth
leadership traits (external focus, imagination, clear thinking, expertise and
inclusiveness) help us to lead from the outside in—rather than from the inside out.
The growth traits are more than just words. They’re ideas for how to engage with our
customers, markets and co-workers. To make these words relevant to growth, leaders
work on personalizing these traits in a way that’s appropriate—and distinct—to each
part of the company. Growth leaders drive growth for GE.

Outline some other overall results from the program:

• Top Entry-Level Employer, CollegeGrad.com, 2008
• World’s Best R&D Companies, R&D Magazine, 2008
• 25 Most Desirable MBA Employers, Fortune, 2008
• Top Companies for Leaders, Fortune, 2007
• Best Places to Launch a Career, BusinessWeek, 2007
• Employer of Choice for MBAs, Fortune, 2007

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 167
 Vault Guide to Management and Leadership Development Programs
General Electric Company

• Top MBA Employer, Universum, 2007

• Best Rotational Programs, MBAs, Universum, 2007
• Best Rotational Programs, Undergraduates, Universum, 2007
• Top Internships, Engineering, Universum, 2007
• Top Internships, Business, Universum, 2007
• Most Prestigious Internships, Energy/Power, Universum, 2007
• Most Prestigious Internships, Engineering/Mfg., Universum, 2007
• Best Places to Launch a Career, BusinessWeek, 2007
• Best in Leadership Development, Leadership Excellence, 2007
• Wired 40, Wired, 2007
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Are there additional benefits and compensation that are tied in with these
leadership development programs?
• Ability to make a measurable impact
• Accelerated development of technical, business and leadership skills
• Continuous learning and development
• Culture that recognizes and rewards excellence
• Exposure to business leaders
• Function-specific competency development
• Global networking and mentoring
• Opportunity to work in multiple businesses and locations
• Significant responsibility and opportunity to contribute to business results

What percentage of your most senior leadership was produced from within
your company?
Nine of the 13 top GE CFOs are corporate audit staff alumni, and around 25 percent
of GE’s corporate executive council members graduated from CAS. That’s just one
example of the many leaders that come out of our training programs.

Who are some notable alumni that have come out of your company’s
leadership training/program(s)?
• Keith S. Sherin, Vice Chairman and Chief Financial Officer, Financial
Management Program:
www.ge.com/company/leadership/bios_exec/keith_sherin.html
• Susan P. Peters, Vice President of Executive Development, Human Resources
Leadership Program:
www.ge.com/company/leadership/bios_exec/susan_peters.html
• Daniel Janki, Vice President, Corporate Investor Communications, GE
www.ge.com/company/leadership/bios_exec/daniel_janki.html

CAREER
168 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
General Electric Company

• John Rice, Vice Chairman, GE. President and CEO—GE Infrastructure

www.ge.com/company/leadership/bios_exec/john_rice.html
• Brian Worrel, Vice President, GE Corporate Audit Staff
www.ge.com/company/leadership/bios_exec/brian_worrell.html
• William Cary, Senior Vice President, GE. President and CEO, GE Money
www.ge.com/company/leadership/bios_exec/william_cary.html
• Jay Ireland, President and CEO, GE Asset Management
www.ge.com/company/leadership/bios_exec/jay_ireland.html
• Richard Laxer, President and CEO, GE Corporate Financial Services
www.ge.com/company/leadership/bios_exec/richard_laxer.html
• Deborah Reif, President and CEO, GE Equipment Services
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

www.ge.com/company/leadership/bios_exec/deborah_reif.html
• Marc Vachon, President and CEO Global Diagnostic Imaging, GE Healthcare
www.ge.com/company/leadership/bios_exec/mark_vachon.html

Leadership Program Statistics

You can get our diversity breakdown at:
www.ge.com/company/citizenship/downloads/index.html, click on EMPLOYEES
then DIVERSITY AND INCLUSIVENESS. Please note that we consider
“professional” to equate to “management.” NOTE: These are NOT numbers for the
leadership programs, but for our “company’s management” as indicated in the
above question.

Supporting Workplace Diversity

• African American Forum—The AAF provides employees with mentors, seminars,
networking, and career discussion. The forum also contributes to the development
of local African-American communities.
• Asian Pacific American Forum—The APAF supports the Asian Pacific American
community with a career development network while promoting broader
awareness of differences in Asian and American cultures.
• Women’s Network—The rapidly growing Women’s Network supports the
professional development of women around the world by sharing the wisdom of
successful women role models.
• Hispanic Forum—The Hispanic Forum supports coaching, mentoring, role
modeling and the recruitment of Hispanic talent. It also reaches out to Hispanic
communities with service and corporate sponsorships.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 169
 Vault Guide to Management and Leadership Development Programs
General Electric Company

• GLBT Forum—GE’s commitment to the gay, lesbian, bisexual and transgender

communities is supported by the GLBT Forum, as well as our offering of benefits
for domestic partners.

GE is acknowledged as one of the best companies for developing leadership talent.

We focus diligently on recruitment at the start of the pipeline. Our campus recruiting
programs look for the best and brightest, while our training and development
programs help to grow people based on the merits of their performance. We offer
programs to help employees balance their professional and personal obligations with
benefits like telecommuting, job sharing, paid time off, family leave and care
programs, education programs and adoption assistance. Finally, we recognize the
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

power of diversity and the strength that results from inclusiveness. Our business and
workforce inclusiveness creates a limitless source of ideas and opportunities.

Going Forward
Does your firm have any plans for future leadership development programs?
Yes, GE adds new business-specific leadership programs all the time. Check
www.gecareers.com for the latest information.

Recognition
Please list any awards or recognitions your leadership programs have received,
as well as any commendations that the company has received for leadership.
• World’s Most Admired Companies (Fortune, 2008)
• America’s Most Admired Companies (Fortune, 2008)
• Most Innovative Company (Fast Company, 2008)
• Most Innovative Companies (BusinessWeek, 2008)
• Most Profitable Companies (Fortune, 2008)
• Most Accountable Company (One World Trust, 2008)
• GE Rated No. 1 Company for Leaders (Fortune, October 1, 2007): GE tops
Fortune’s list of companies for leaders by scaling its training initiatives to support
50 percent of revenue from markets outside the U.S.
• GE Ranks in Top 5 on World’s Most Respected List (Barrons, 2007): GE continues
to enjoy the praise of the investment community… the true product of GE is good
management.
• Most Admired—U.S. and World (Fortune, 2007): GE has again topped Fortune’s
list of America’s Most Admired Companies, World’s Most Admired Companies.

CAREER
170 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
General Electric Company

• Best Leadership Programs (Universum Communications, 2007): From a survey of

over 40,000 undergraduate students, GE’s leadership programs were ranked No. 1.
• Employer of Choice for MBAs (Fortune, May 3, 2007): For the second year in a
row, MBAs choose GE as the eighth desired employer out of 100.
• 25 Great Places to Work for Black Women (Essence, 2007): Ranked No. 8, GE was
cited for its African-American Forum, Women’s Network and sponsorship of
Leadership Delta.
• 100 Best Companies for the Working Mother (Working Mother, 2007): GE’s flex-
work options and the increasing ranks of women officers are among the reasons it
is once again named a “Best Company” for working mothers.
• Top 5 Preferred Employer (National Society of Black Engineers, 2007): GE ranked
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

third in the 19th annual Employer Preference Survey of NSBE membership,

measuring factors such as employment stability, hiring frequency, upward
mobility, continued education, commitment to diversity and leadership/internship
opportunities among its criteria.

Additional Information
Key elements to GE’s learning culture include active experimentation and action-
based learning, as the talented people GE attracts and recruits apply themselves to
unravel the most challenging problems of the future. GE leaders are evaluated on
how well they guide the professional growth of their people, providing counsel and
goal setting. Leaders are responsible for ensuring functional competence and overall
business excellence of their teams, in an operating climate that emphasizes
unyielding integrity.

GE invests more than $1 billion in training and development initiatives each year.
GE’s dedication to training is most visible at the John F. Welch Learning Center in
Crotonville, New York. This first-of-its-kind corporate center celebrated its 50th
anniversary in 2006. GE’s corporate leaders are frequent guest speakers during
classes to promote learning based on real-world and timely experience. GE also
provides a global network of online learning with nearly 3.4 million online courses
completed in 2006.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 171
 General Mills, Inc.
1 General Mills Boulevard Leadership Program Contact
Minneapolis, MN 55426 www.generalmills.com/corporate/careers/
Phone: (763) 764-7600 development.aspx
www.generalmills.com/corporate/

Locations
General Mills’ world headquarters is
located in Minneapolis with supply
chain location and sales offices
located throughout the United States.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Defining Leadership
How does your company view leadership/development?
Development and retention are key to our success.

Developing your career is an investment in both you and in the future of our
company. By helping you hone your skills, we strengthen our entire company. We
make the decision to hire based on your potential to succeed, and we help you
achieve that potential.

There are various ways to learn. Managers partner with you to identify the tools you
need to grow professionally through on-the-job experiences, your co-workers and
coursework. Individual development plans incorporate your career and personal
goals and motivations, your strengths, and your development needs to create an
action plan tailored to you.

During your first 12 to18 months on the job, you can expect to create an individual
development plan with your manager and to have the opportunity to attend formal
development programs in the General Mills Institute. Your function may also offer
function-specific development opportunities as part of your orientation and skill-
building.

CAREER
172 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
General Mills, Inc.

Leadership Programs and Training

Please describe the leadership programs.
Individual Development Plan
To maximize your professional growth and performance, you and your manager will
create a personalized development plan. The Individual Development Plan is more
than just an annual review; it is a proactive plan that guides you toward the
experiences, knowledge and resources you need to improve your skills. Web-based
learning and development tools may be part of your action plan.

General Mills Institute

Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

The General Mills Institute offers a series of formal development programs that give
you the tools you need to become an effective and confident company leader. The
Institute helps you achieve future growth and eases your transition into roles with
more responsibility.

New employees enroll in the “Core Business Essentials” program, an internal,

executive-led introduction to General Mills’ values, business indicators and
functional areas that support our business goals. Other institute offerings support
employees at critical career transition points (“Managing People” for new managers
and “Managing the Organization” for experienced managers). Other programs
include “Building Great Leaders” (leadership development and effectiveness for
employees moving to key leadership roles in our company) and “Presentation
Dynamics” (for powerful communication skills).

Other Formal Training Opportunities

As each career path comes with its own unique set of dynamics, we offer specialized
training as well, including:

• Camp Champ for new marketing professionals

• Cereal School for new technical professionals
• Brand Champions for marketing, consumer insights, sales, finance, research and
development, and operations professionals
• HR “U” for new human resource professionals
• Financial seminar series for new finance professionals
• Business Management Associate Foundations for Success for new sales
professionals.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 173
 Vault Guide to Management and Leadership Development Programs
General Mills, Inc.

Web-based Learning
Development resources also are available online. You have access to tools,
techniques and recommended reading on a number or managerial subjects through
Harvard’s ManageMentor, as well as other course selections. Technical training is
available through web-based training and live virtual classrooms (distance learning).

Additional Information
General Mills values continuing formal education. We reimburse eligible employees
for the cost of job-related courses from accredited institutions. Additionally, if you
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

have at least one year of satisfactory employment, you may be granted an unpaid
leave to further your education. General Mills sponsors a special loan program for
employees. These loans are available for employee education that does not qualify
for company reimbursement or for the education expenses of family members.

This information is taken from publicly available sources.

CAREER
174 LIBRARY © 2008 Vault.com Inc.
 Genworth Financial
6620 W. Broad Street Leadership Program Contact
Richmond, VA 23230 www.genworth.com
Phone: (804) 281-6000
Fax: (804) 662-2414
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Leadership Programs and Training

What is the program called?
Early Career Development Programs (actuarial, finance and information
technology).

What is the duration of the programs?

Several assignments during a two-year span.

Please describe the leadership/development program.

Genworth Financial’s Early Career Development Programs in actuarial, finance and
information technology are designed for college graduates with less than three years
of professional work experience. The programs focus on building the core business
and technical skills needed to create the foundation for a successful career.

Our Early Career Development Program allows you to rotate through several
assignments during a two-year span. The program includes four rotations, each
lasting six months.

Qualifications of the candidate:

• Minimum 3.2 GPA for Actuarial Leadership Development Program and Finance
Development Program
• Minimum 3.0 GPA for Information Technology Development Program

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 175
 Vault Guide to Management and Leadership Development Programs
Genworth Financial

• Proficient technical competency (i.e. actuarial, finance or information technology)

in the desired functional program
• Strong interpersonal skills
• Effective communication skills
• Demonstrated analytical ability

What opportunities does the program provide?

Genworth offers strong foundational and technical training for our Early Career
Development Program participants. The foundational training courses help you learn
more about Genworth and our products, as well as leadership and presentation skills.
Some of the topics include:
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• How to Succeed at Genworth

• Know Your Products 101
• How to Keep Score at Genworth
• Leadership Mirror
• LOMA (Life Office Management Association) Classes
• Presentation Skills

What impact does the program have on the candidates’ career path?
One of the many benefits of participation in our Early Career Development Program
is the exposure you will get to Genworth’s leadership team. Our leaders are active
sponsors of the development programs and offer individualized mentoring to enhance
the career growth for participants.

CAREER
176 LIBRARY © 2008 Vault.com Inc.
 GlaxoSmithKline
Leadership Program Contact
www.us.gsk.com/html/career
/career-gradstudents.html
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Leadership Programs and Training

What are the programs called?
• Information Technology Development Program (ITDP)
• Procurement Development Program (PIP)*

*PIP is an acronym for “Prospects in Procurement” which was what GSK formerly named the
program. Although the name of the program has been changed to “Procurement Development
Program,” GSK still identifies each graduate who is part of this program as a “PIP.”

What is the duration of the programs?

• ITDP—Two to three years
• PIP—Three years

Please describe the programs.

• ITDP: Participants (called associates) spend two to three years in the program,
working in at least three different areas. These assignments (or “rotations”) help
you to grow—to learn new skills—and they give you a chance to make real
contributions to our work.

Each rotation is designed to develop your skills in business analysis, technical

understanding, engineering knowledge and project management. At the end of the
program, a permanent position may be available for you.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 177
 Vault Guide to Management and Leadership Development Programs
GlaxoSmithKline

• PIP: Each year we spend over $12.8 billion on materials, services and capital
equipment. It is the role of procurement to manage this spending—and to source
suppliers for all major purchases.

Procurement finds sources who can reliably provide high quality goods and
services—at the lowest possible cost.

This program is designed to give you a solid grounding in procurement through a

variety of challenging roles. It’s structured into three 12-month assignments within
separate procurement areas: production, technology work cell and one specialist
department that may be in any one of a number of departments, from international
to global systems and operations.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

You’ll be responsible for:

• Managing spending on particular categories
• Building and running ebid events/auctions
• Managing projects
• Negotiating with suppliers
• Analyzing data and market research

Near the end of each assignment, you’ll work with the management team to
identify the next area most appropriate for your skill development and our business
needs. At the end of the program, if you’ve delivered to the standards expected, you
will be supported into a role within the business.

On joining us, individuals go through a departmental, corporate and procurement

specific induction process. Procurement associates participate in the sourcing
group management program to learn how they can apply best practice tools and
techniques in the development and implementation of an integrated procurement
strategy.

Associates also participate in quarterly developmental planning activities with their

line manager throughout the three-year program in order to identify learning
requirements.

Qualifications of the candidate:

• ITDP: We’re looking for people with a BS or higher degree in computing science,
information management, or a related discipline. We also look closely at science
majors with strong computer experience.

CAREER
178 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
GlaxoSmithKline

If you have leadership ability, strong communication skills and are extremely
motivated—if you are focused and innovative—this is an excellent chance to grow
in a top-quality IT environment.

• PIP:
- Open to all degree disciplines
- Number of vacancies: to be determined
- Applicants must hold a full U.S. work permit for this program
- Applicants must have less than three years’ work experience since leaving
university
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 179
 The Goodyear Tire & Rubber Company

1144 East Market Street Leadership Program Contact

Akron, OH 44316-0001 www.goodyear.com
Phone: (330) 796-2121
Fax: (330) 796-2222
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Leadership Programs and Training

What is the program called?
• Technical Development Programs
• Finance Development Programs
• Information Technology Development Program
• Future Global Leaders
• Senior Human Resource Professionals & Managers

Please describe the leadership/development programs.

Technical Development Programs: For college graduates joining the corporate
research, tire technology, engineering or information technology organizations, the
initial job offer is based on the best match of individual preferences and strengths
identified in the interview process and available entry-level positions. The new
associate will be placed on a minimum of one assignment in the identified
organization. At the end of each assignment, the manager and associate will meet to
determine if a job placement should be made or if an additional assignment in a
different area should be considered before initial job placement.

Finance development programs: College graduates entering the finance

Development Program will be placed on four six-month rotation assignments in areas
such as corporate accounting and reporting, treasury, auditing, international or
domestic strategic business unit finance operations. Rotational assignments vary
according to the interests and skills of the individual.

CAREER
180 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
The Goodyear Tire & Rubber Company

Key elements of the Finance Development Program include:

• orientation of Goodyear and to the finance organization
• a variety of work experiences or projects
• interaction with functional leaders and peers
• individual feedback and coaching
• a mentoring program
• personal development
• professional growth
• job placement

After one to two years on the program, permanent placement is made into a position
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

that best fits between the associate’s short and long term goals and current business
needs.

Information Technology Development Program: College graduates entering the

program will be placed on three- to six-month rotational assignments in the areas of
corporate and/or business unit IT. Potential assignments may involve application
development, data warehousing, e-commerce, web operations, telecommunications,
hardware/software support or system implementation. Rotational assignments vary
according to the interest and skills of the individual.

Key elements of the Information Technology Development Program include:

• Orientation to Goodyear and the global IT organization
• A variety of work experiences/projects
• Interaction with functional and business leaders and peers
• Individual feedback and coaching
• A mentoring program
• Personal development
• Professional growth
• Job placement

After 12 to 24 months on the program, placement is made into a position that

achieves the best fit between the associate’s goals and the current business needs.

Future global leaders: The Goodyear Tire & Rubber Company is offering a special
fast track opportunity beyond traditional corporate entry-level MBA development
programs. We are looking for talented leaders to significantly strengthen our
leadership depth and play an integral role in the current and future success of the
organization.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 181
 Vault Guide to Management and Leadership Development Programs
The Goodyear Tire & Rubber Company

These leaders will rise rapidly on tailored career tracks based on demonstrated
competencies and personal interests. They will interact with our top executives and
have an opportunity to work on strategic business issues. There will also be
opportunities for cross-functional and international development.

This leadership program commences with positions that impact and contribute to the
success of the enterprise. The opportunities are in the areas of sales/marketing,
finance or manufacturing/logistics. Within a three to five year period the successful
leader will have the opportunity to advance to a significant top business leadership
position.

Our history includes 100 years of success, leading to over $15.1 billion in sales with
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

a strong presence throughout the world. Those who are accepted into these
challenging positions will drive the enterprise to develop the next generation of
business solutions in our next 100 years.

Senior human resource professionals and managers: The Goodyear Tire &
Rubber Company, the world’s largest tire company is offering opportunities to work
in a dynamic, fast-paced environment and to be part of a successful global company.
We are looking for several human resource professionals to join our team and play
an integral role in the current and future success of the organization.

Managerial and senior-level assignments will be tailored to the selected candidates’

interests, skills and needs of the business. As candidates progress they have the
potential to be placed on a fast track leading to senior generalist positions. Areas of
development include labor relations, staffing and recruiting, compensation and
benefits and other key human resource processes.

Our history includes over 100 years of success, leading to over $15.1 billion in sales
with a strong presence throughout the world. Those who are accepted into these
challenging positions will help drive the next generation of human resource solutions
over the next 100 years.

Qualifications of the candidate:

• Technical Development Programs: engineering and computer science degrees
• Finance Development Programs: BS finance and/or accounting—applicants must
have minimum 3.0 GPA
• Information Technology Development Program: BS degree in computer science,
management information systems, computer information systems or computer
engineering—Applicants must have a minimum GPA of 3.0

CAREER
182 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
The Goodyear Tire & Rubber Company

• Future global leaders: We are seeking recent graduates from top tier MBA schools
who graduated in the top quartile of the class, are high-powered, team-oriented
individuals with significant work experience.
• Senior human resource professionals and managers: We are seeking talented
human resource professionals from top schools who are high powered, team
oriented individuals with five to 10 years work experience. Candidates should
possess human resource graduate degrees, graduate level business degrees or law
degrees.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 183
 HDR, Inc.
8404 Indian Hills Drive Leadership Program Contact
Omaha, NE 68114-4098 www.hdrinc.com
Phone: (402) 399-1000
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Defining Leadership
How does your company view leadership/development?
At HDR, effective leaders impact four critical factors central to our success—(1)
employee satisfaction, engagement and retention; (2) execution of our core work
processes; (3) client satisfaction as a result of services delivered; and (4) the final
results of our efforts as measured in financial terms.

Working for an employee-owned firm does more than give you a chance to work on
interesting projects and to meet new colleagues. As an employee, your growth (both
professional and personal) directly contributes to the growth of HDR because it
attracts new clients and gains repeat business from existing clients.

Consequently, employee development is a core value at HDR. All employees have

individual development plans, which enhance their current job performance as well
as prepare them for future opportunities.

Continuous employee growth occurs through a variety of developmental programs

including classroom training, online programs, mentoring and internship programs.
All of these programs are administered under the auspices of HDR University, a
companywide network of learning and development resources.

CAREER
184 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
HDR, Inc.

Leadership Programs and Training

What are the programs called?
• HDR’s Professional Training & Development Program (HDR University)
• Career Skills Development Program
• HDR Leadership Institute
• Tuition Assistance Program

Please describe the leadership programs.

• HDR’s Professional Training & Development Program is administered by HDR’s
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Training & Organizational Development (T&OD) Team. The T&OD Team is

committed to improving the performance of HDR’s employees and leaders and
ultimately the services provided to our clients. This is accomplished by providing
services, which harness and manage knowledge, promote learning and skill
development as well as the effective utilization of all company resources.

Under the umbrella structure of HDR University, employees are offered a

curriculum of over 140 courses, as well as information to assist with career
planning, participating in a formal mentoring program or utilizing the HDR’s
tuition assistance program.

• Career Skills Development Program is a two-tiered leadership development

program that utilizes classroom experiences, formal mentoring and challenging on-
the-job experiences to develop HDR’s high-potential leaders. Tier 1 is designed
for aspiring leaders, not yet in a supervisory role. Tier 2 participants are current
supervisors who have the potential to take on the leadership of a business unit.
Each is one year in length and includes frequent interaction with the company’s
senior management team including the company president.

• HDR Leadership Institute is comprised of four two-day seminars or modules:

1. Fundamentals of Leadership
2. Workforce Selection & Development
3. Workforce Performance Management
4. Business Unit Management

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 185
 Vault Guide to Management and Leadership Development Programs
HDR, Inc.

The HDR Leadership Institute is delivered to each region of the company for groups
of up to 50 HDR leaders. Each session’s audience includes managers from the section
manager level and above. The HDR Leadership Institute is comprised of four
modules:

1. Fundamentals of Leadership
2. Workforce Selection & Development
3. Workforce Performance Management
4. Business Unit Management

The HDR Leadership Institute is delivered to each region of the company for
groups of up to 50 HDR leaders. Each session’s audience includes managers at the
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

section manager level and above with many topics facilitated by operational
managers and national directors.

• Tuition Assistance Program : Full-time employees are eligible for tuition assistance
for job-related undergraduate and graduate-level courses.

CAREER
186 LIBRARY © 2008 Vault.com Inc.
 Henkel AG & Co. KGaA
Henkelstraße 67 Locations
40589 Düsseldorf Henkel is headquartered in Düsseldorf,
Germany Germany, and has subsidiaries in more
Phone: + 0049-211-797-0 than 75 different countries throughout
www.henkel.com the world. For more information please
select a region.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Defining Leadership
How does your company view leadership/development?
In line with Henkel’s “Visions & Values” (“We are successful because of our
people”) we are committed to a process of continuing education that will help our
employees keep up with new and growing challenges. For our employees,
continuing education at Henkel connotes both advancements and demands. We
believe that our staying up-to-date depends squarely on our employees.

On the one hand, continuing training at Henkel means sharing visions, values,
guidelines and standards that lead to a consistent understanding of the Henkel
culture. On the other hand, continuing training means systematically identifying
strengths and weaknesses—while keeping in mind the specific demands of the
particular job—as well as targeted development in those areas with room for
improvement. Moreover, continuing development of our employees includes setting
demanding but achievable targets as well as regular feedback on job performance.
These talks aim at finding strengths and weaknesses, and identifying areas for
improvement and development.

For the optimal development of our employees at Henkel we need executives who
are aware of their responsibility and do not shirk their own development. We
regularly assess the strengths and weaknesses of the leadership skills of our
executives by their colleagues in order to maintain these skills at a constantly high
level.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 187
 Vault Guide to Management and Leadership Development Programs
Henkel AG & Co. KGaA

Our goal is to bring development in line with demand. To that end we offer a large
variety of seminars. Apart from that it is up to you to take the initiative and assume
responsibility for your own development. Seize the opportunities that we offer you
because commitment and knowledge are the basic requirements for successful work.

Leadership Programs and Training

Please describe the leadership programs.
The various courses we offer focus largely on specific areas of expert knowledge, IT
and language skills, as well as leadership and management topics.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

In order to achieve sustained quality we attach great importance to the evaluation of

their contents and realization, and the trainers’ skills. The evaluation is conducted
online following each seminar.

Apart from our large range of seminars we offer comprehensive e-learning programs
that you and your family can run from home. This enables you to be more flexible in
the completion of training sessions. In addition to these ready-made programs you
can also access our knowledge management system.

As a global player, Henkel needs its leadership to think and act on a global level. The
“Henkel Global Academy” was founded to live up to this challenging goal. It features
a unique combination of different management programs created by renowned
international business schools. We are convinced that the Henkel Global Academy
enhances a consistent style of management and enables us to set up a far-flung
international network. As a result, there is no limit to how much knowledge you can
acquire at Henkel.

Moreover, as a company with an international focus, Henkel encourages its

employees to develop and live a comprehensive and international corporate culture
that extends beyond seminars and training. For the enhancement of global thinking
and cooperation in an increasingly diversified world we have created the special
concept of “Triple 2.” Within this framework our employees are given the
opportunity to work in two countries in two divisions and two functions to enhance
their global development.

CAREER
188 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Henkel AG & Co. KGaA

Additional Information
We firmly believe that a global mind-set can’t be shaped in the classroom but only in
an international working environment. A strong global network is the precondition
for innovative exchanges of ideas and capacities that will guarantee the long-term
success of the company.

We offer a large variety of ways in which to develop yourself and the expertise and
growth of the company. The shelf life of knowledge keeps falling off and it is the
responsibility of a company—of its managers and all its employees—to keep up with
the standard of knowledge. We offer you ample opportunities—it is your
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

responsibility to use them.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 189
 The Home Depot
2455 Paces Ferry Road NW Leadership Program Contact
Atlanta, GA 30339-4024 www.careers.homedepot.com/
Phone: (770) 433-8211 leadership
Fax: (770) 384-2356
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Leadership Programs and Training

What are the programs called?
• Store Leadership Program (SLP)
• Business Leadership Program (BLP)
• Merchandising Leadership Program (MLP)
• Internal Assurance & Advisory Leadership Program (ILP)

What is the duration of the leadership programs.

• SLP—24 months
• BLP—Two years
• MLP—On-the-job training
• ILP—Two years

Please describe the leadership programs.

• SLP: The Home Depot’s selective and challenging 24-month Store Leadership
Program will provide you with the tools you need to be an outstanding leader in
our company!

If you are a dynamic, results-driven individual, take the opportunity to pursue your
career goals with The Home Depot! Our Store Leadership Program is a unique
development experience where you will build a strong foundation of leadership,
technical, and strategic skills, which will prepare you to succeed as a store manager
and beyond.

CAREER
190 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
The Home Depot

• BLP: The Business Leadership Program is one of the best leadership development
programs in the Fortune 50. Its mission is to attract the best and brightest to The
Home Depot, and develop them into the next generation of business leaders
through cross-functional job assignments, mentoring, formal classroom instruction
and leadership development.

An intense, two-year development program, BLP gives top management

candidates the chance to reach higher levels of achievement by joining the most
outstanding talent in business today.

The program includes four six-month rotational assignments in a variety of

disciplines such as finance, strategic business development, marketing and human
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

resources, with the opportunity to focus program experience in a desired field. The
rotations are complimented by hands-on leadership experience in the field working
on real-world business issues.

• MLP: The Merchandising Leadership Program is an opportunity for individuals

with retail buying and merchandising experience who are interested in a career in
product category management.

The development program provides a blended learning experience, where on-the-

job training is augmented by special projects that broaden the participant’s
perspective on the entire merchandising process.

In addition, the assignments are complemented by classroom instruction through a

curriculum designed to broaden business perspectives with practical knowledge, to
be used in a business application. Areas of focus are financial management,
forecasting, innovation and forward thinking, negotiation, pricing logic, leadership
and more.

Opportunities in MLP are available to those possessing strong analytical and

critical thinking skills, three or more years experience in retail, wholesale or
hardlines manufacturing, prior experience in a buying or sourcing function, and
two or more years of management experience.

• ILP: The Internal Assurance & Advisory Leadership Program is a dynamic

program for individuals who are results driven and interested in further developing
their career and leadership skills in an invigorating, team-oriented environment.

ILP is a two-year program, which ensures varied business exposure and

development of future talent through challenging auditing/consulting rotational
assignments. Our mission is to deliver outstanding customer service, drive

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 191
 Vault Guide to Management and Leadership Development Programs
The Home Depot

continuous improvement and develop future management talent. Areas of focus

include: store operations, finance, supply chain, growth, IT, merchandising,
marketing and more. Rotational assignments are aligned with learning
opportunities in leadership, Six Sigma, finance and technical/functional areas to
create practical business application. Graduates of the program have the
opportunity to continue their career in the ILP or move into functional roles within
the business.

Qualifications of the candidate:

SLP:
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Has to have one of these four requirements:

• Four to 10 years experience in business management
• Four to 10 years as a commissioned military officer
• Four-year college degree
• Six+ years of retail management

AND

• Advanced degree a plus, but not required

• Results-oriented leadership
• Customer service focus
• Ability to solve problems, delegate tasks and achieve goals
• Solid business acumen
• An eagerness to learn and master new roles quickly
• Willingness to relocate within a Home Depot division
• Ability to work a flexible retail schedule including nights and weekends

BLP:

• Master’s or MBA degree

• Strong work experience in a related field
• Strong analytical skills
• Solid track record of results-oriented leadership

CAREER
192 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
The Home Depot

ILP:

• Problem-solving and general analytical skills

• Ability to communicate with all levels of associates
• Strong organizational skills and attention to detail
• Ability to manage multiple tasks at once and prioritize work
• Ability to work in ambiguous situations with little direction

Requirements:
• Bachelor’s degree required
• Background in finance/accounting, engineering or consulting preferred
• Two to four years work experience or advanced degree equivalent experience
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Overnight travel may be more than 20 percent or as job requires

• Prior Six Sigma or auditing experience a plus
• Previous experience working in a team environment

What impact does the program have on the candidates’ career path?
BLP:

After graduating from the program, BLP alumni have assumed roles across a variety
of business functions including:
• Six Sigma leader
• Human resources manager and director
• Organizational effectiveness manager
• Finance manager
• Home Depot store manager
• New store merchant
• Strategic business development senior analyst
• Internal audit senior auditor
• IS people systems chief systems engineer
• International supply chain senior manager
• Logistics manager
• District safety manager

This information is taken from publicly available sources.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 193
 American Honda Motor Co., Inc.

1919 Torrance Boulevard Leadership Program Contact

Torrance, CA 90501-2746 www.corporate.honda.com/careers/
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Defining Leadership
How does your company view leadership/development?
Honda encourages career growth by providing training and development
opportunities to regular, full-time associates.

Leadership Programs and Training

Please describe the programs.
Company-Sponsored Training
The associate learning and organizational development department uses a web-
based-learning management system to administer associate learning.

Outside Training
Other training programs offered outside the company may be approved for an
associate if the training directly relates to the associate’s current position.

Educational Assistance
Financial reimbursement is available for job-related and business-related degrees, as
well as certificate, technical and vocational programs.

CAREER
194 LIBRARY © 2008 Vault.com Inc.
 HSBC
Corporate Headquarters Leadership Program Contact
2700 Sanders Road www.hsbc.com
Prospect Heights, IL 60070
Phone: (847) 564 5000
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Leadership Programs and Training

What is the program called?
International Management (IM).

Please describe the leadership program.

Unique within the financial services industry, HSBC’s International Management
(IM) program develops high-potential individuals into world citizens and leaders.
The program is an integral part of the HSBC Group’s history as well as its future, not
least because many of our most senior managers are IMs themselves.

This is a globally mobile banking career. You can expect to change location and role
approximately every two years. IMs initially have the opportunity to gain generalist
experience before developing their career in the business division that most suits
them. This means that you could be assigned to a role in any of our four customer
groups—personal financial services; commercial banking; corporate, investment
banking and markets; or private banking—and in any of the countries and territories
in which we operate.

Qualifications of the candidate:

You’ll need to be flexible and adaptable as assignments are arranged based on
business need, and you may be asked to move at relatively short notice. Whatever

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 195
 Vault Guide to Management and Leadership Development Programs
HSBC

your role, you will be expected to add value quickly and use your experiences to
build your cross-function and cultural knowledge.

Successful IMs enjoy extensive travel and cultural diversity. They have a passion for
ongoing learning and relish the opportunities and challenges that constant change can
bring.

Additional Information
It’s about a network of colleagues and friends who you build up over the years. It’s
also about understanding the diversity and complexity of a modern financial services
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

organisation, and finding yourself thrown into situations where you’re challenged to
the very limits of your ability.

- Mark McCombe, International Manager, Global Chief Executive Officer, Group

Investment Businesses.

This information is taken from publicly available sources.

CAREER
196 LIBRARY © 2008 Vault.com Inc.
 Intel Corporation
2200 Mission College Boulevard Leadership Program Contact
Santa Clara, CA 95054-1549 http://www.intel.com/
Phone: (408) 765-8080
Fax: (408) 765-3804
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Defining Leadership
How does your company view leadership?
• Intel has a legacy of great leaders who have inspired technical innovation and
changed the world. At Intel, we want leaders to inspire themselves and others to
achieve incredible innovation and results. We believe leaders can be developed.
Our culture encourages on the job growth through job rotation and we have
designed many developmental opportunities to help support individual, team and
organizational development.
• Leader expectations created by our CEO Paul Otellini. Include expectations for
managers, midmanagers and senior managers. All managers and executives
receive feedback around these expectations in their performance reviews.
• Otellini held a leadership discussion with 200 new senior leaders in September
2007, and reiterated why he felt good leaders at Intel are critical to getting
employees engaged and aligned to our direction and working beyond business
groups (horizontally) to get results. He feels leadership development/training is
important for individuals to become great leaders and that the skills can be learned.
• Management and leadership expectation categories: Demonstrate business and
strategic acumen, build strong and vital organizations, set the pace and execute,
manage internal and external stakeholders, lead with integrity.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 197
 Vault Guide to Management and Leadership Development Programs
Intel Corporation

Leadership Programs and Training

What is the program called?
Senior Manager or Leader Development.

Please describe the leadership program.

Leadership development/training is important to Paul Otellini; he launched the
creation of our internal curriculum six to seven years ago, when he was leading the
Intel architecture group.

• Internal curriculum—Nine key products, one to four days in length, face-to-face

Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

sessions offered globally. Mostly leader-led, a few external instructors or

consultant. Several executives were subject matter experts and help developed
most of our internal curriculum. Highlights of a few:

i. Leading for extraordinary results—a five month program designed to help you
clarify your vision and strengthen your personal leadership to inspire others to
achieve extraordinary results. The program challenges leaders to think in new
ways about the future of their business and provides fresh perspectives on
leadership strategies for competing effectively in a complex and rapidly
changing world. Includes one week residential, executive coaching and access
to online resources.
ii. Lead I—highlights difference between managing and leading. Allows for
self-reflection and group discussion with other new leaders about behaviors
that need to change as you move into this level of manager.
iii. Coaching for excellence—teaches leaders how to “coach people” to develop
people and get better business results versus using a authoritarian style
(asking questions, encouraging, building high-trust relationships).

• Action Learning

i. Leadership in Action (LAP)—Top program to develop leaders and business

strategies for intel at the same time. A three-week intensive programs with
integrated peer feedback, executive involvement and sponsorship.
ii. Also starting to use action learning approach for strategic team “games.”
Getting business groups to confront strategic competitive challenges through
team game scenarios. Helps with alignment on direction and engagement as
it involves the whole team in defining the direction.

CAREER
198 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Intel Corporation

• External Programs—high-quality products offered by top universities and

organizations or consortium companies. We market those programs to target
groups of senior leaders.
• Executive Coaching Program—Internal and external executive coaches to help
leaders assess how their perceived and focus on critical leadership challenges and
create actions to close the gaps. Typically six months in duration.
• Resource guide—resources mapped to our leadership expectations include
recommended books, courses, podcasts, videos, articles, etc.
• Business group and country specific programs. Intel has 13 biz groups and is
located in 46 countries. There are often focus programs in those biz groups or
countries to address unique challenges.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

i. Example: China leadership program—increase business acumen tied to action

learning strategy for high potentials.

Other ways Intel incorporates leadership training and development into our company.

Education on everything we do have to offer in terms of management and leadership

development.

• Learning philosophy shift—moving to get people to think about how to develop

on the job.

• Unique elements of learning system at Intel Corporation

i. On the job development—global assignments, change of job (people change

jobs every 18 to 24 months), sabbatical coverage, stretch projects, startups
assignment, rotation programs.
ii. Global volunteer instructor pool—class room training. We have about ~700
volunteer Manager and Leaders instructors globally for our manager and
leader core products (~11,000 volunteer instructors across Intel).
iii. Development of programs. We’ve developed a lot of our programs
internally—we leverage external products or instructors where we don’t have
internal capability or they do it better (simulation programs for example).
iv. Online products—many developed internally and leveraging online
collection.
v. Intel Library Summary—access to online books, journal subscription,
newspapers, articles (all employees have access).
vi. Focus on Key Transitions—In 2007 a focus on key transitions where people
need more support to be successful—new to manager, new to leader. Blended
learning programs longer term in duration five months.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 199
 Vault Guide to Management and Leadership Development Programs
Intel Corporation

vii. Social network mentors, peers, Intel senior leader, employee blogs, intel-
pedia (like wikipedia)
viii. The Manager and Leader Feedback Tool—10 question feedback tool for
people managers and leaders offered two per year. All employees asked to
participate. Managers take results to employees after receiving the results to
share their and get feedback on where they need to develop. Sampling of
questions: My manager and I meet at least quarterly to agree on
expectations, my manager gives me feedback that helps me improve my
performance. LFT: My manager hold regular one-on-ones, my manager has
clearly articulated the vision for our organization.
ix. Manager connection website/manager dashboard—tools resources for
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

managers to run the people side of their business: reports, performance

support, job aids, on people management. Links to developmental resources.

MANAGEMENT DEVELOPMENT
• Twenty core products within our manager curriculum, where 13 are instructor led,
and seven are online. Both vendor and internally developed courses. Also multiple
self-paced resources and toolkits. Example: developing employees and leading
change.

i. New to Manager (for first time managers)—this transition critical as 58

percent don’t perform effectively. Our goal is to offer formal development
program within three to six months of becoming a new people manager. New
to Manager Program is a blended learning solution of two-and-a-half months
in duration. Includes Sr. Leader facilitated learning, face to face three-day
program and online learning support and interaction through blogs.
ii. Products available for more seasoned managers or mid-manager level
(manager of managers)—examples leading from the middle, stakeholder
management, topics on diversity, toolkits or resources.
iii. Resource guide—resources mapped to our leadership expectations include
recommended books, courses, podcasts, videos, articles, etc.
iv. Also, many other “general” resources designed for general employee
development: example—presenting skills, building teams, working with the
USA (for employees in other countries working with the USA). Vendor
online resources for working with other cultures as well.

CAREER
200 LIBRARY © 2008 Vault.com Inc.
 International Paper Company
6400 Poplar Avenue Leadership Program Contact
Memphis, TN 38197 Ed Garrison
Phone: (901) 419-7000 Director, Leadership Services
Locations Phone: (901) 419-7352

Multiple worldwide locations, with

global headquarters in Memphis, TN
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Defining Leadership
How does your company define leadership?
Leadership is the ability to engage people to get their discretionary effort towards
achieving a common business goal. Great leaders begin with character, build their
capability, and then must be a catalyst for change in their organization.

Leadership Programs and Training

What is the program called?
Our key corporate wide leadership programs are offered through the leadership
institute, a series of progressive-level programs designed for our high-potential
leaders as they move up through the corporation.

What is the duration of the program?

Each program varies in length from three to five days. There are six separate
programs, each offered multiple during the year.

Please describe the leadership program.

Employees who attend the institute must be nominated and approved by their owning
business or staff group. Nominations are further reviewed by the institute and
selections are made with a goal of achieving the richest blend of business/staff,

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 201
 Vault Guide to Management and Leadership Development Programs
International Paper Company

domestic/international, gender/race, and diversity of backgrounds, positions,

experiences as possible.

Describe how your program(s) differ at different levels of leadership.

All programs are based on two key leadership elements—the IP Leadership Model
and our Competitive Edge Profiles designated for various bands of employees as they
progress up through increasing levels of leadership responsibility.

What are the goals of the program?

To build and strengthen the leadership capacity of our top performers, and to expose
them to senior leaders within the organization and their counterparts from other
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

businesses/staff groups from around the world.

Qualifications of the candidate.

All salaried employees are eligible for consideration, with preference given to those
with superior business results and potential or capacity for growth.

Does the program have a special recruiting relationship with particular

universities/colleges/grad programs?
No.

How many people are accepted into the program annually?

We average around 250 participants each year who attend one of the programs

How do you identify leadership qualities?

Through ongoing performance evaluations, career discussions and multiple stages of
review and cross referencing of the participants across all business groups.

What percentage of the participants are hired full-time?

All participants are current International Paper employees.

Outline some other overall results from the program?

Improved leadership behaviors and performance, and increased retention of program
participants.

Are there additional benefits and compensation that are tied in with these
programs?
No.

CAREER
202 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
International Paper Company

If you do not have a formal leadership development program, please explain

how you incorporate leadership training and development in your career
management plan.
In addition to the Leadership Institute, we provide internal mentoring, special
assignments and rotation among and between key jobs to fully develop our key
leaders.

What percentage of your most senior leadership was produced from within
your company?
90+ percent.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Going Forward: Plans for Leadership Expansion

Does your firm have any plans for future leadership development programs,
either formal or informal?
Yes, we continually evaluate, modify and add leadership development programs and
opportunities to meet the ever changing needs of our leadership population

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 203
 John Deere
One John Deere Place Leadership Program Contact
Moline, IL 61265 www.deere.com/en_US/careers/college/
Phone: (309) 765-8000 careers.html
www.deere.com
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Leadership Programs and Training

What are the programs called?
• Finance Development Program
• Engineering Development Programs
• IT Early Development Program
• Marketing Representative Development Program
• Supply Management Development Program

Please describe the leadership/development programs.

Finance Development Program: Many new grads begin with John Deere in our
Finance Development Program, which allows you to discover your niche in the
accounting discipline. It includes three rotations over a three- to four-year period,
designed to help you understand our products and services, establish a network for
personal and professional growth, and gain experience in one or more focus areas:

• Cost management
• Financial analysis
• Functional assignments
• Internal audit
• Strategic planning

Engineering Development Programs: Our Engineering Development Programs

provide opportunities for several rotating assignments in the areas of product

CAREER
204 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
John Deere

engineering, manufacturing engineering, quality engineering and product

support/customer care, within the first one to two years of employment. New grads
may also be placed directly in a challenging role at one of our business units,
depending upon background, preference and business needs. Either way, you’ll work
in a team environment with cutting-edge technology at your fingertips. And you’ll
have an opportunity to grow personally and professionally, from day one.

IT Early Development Program: Our IT Early Development Program will build

both your business and technical skills. This three to four year rotational program
consists of approximately two 12-month work assignments, with the third and final
assignment lasting from 12 to 18 months. Rotations provide opportunities to learn
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

John Deere’s products and services, gain exceptional IT experience and establish a
network of people to support your personal and professional growth.

Marketing Representative Development Program: The Marketing Representative

Development Program includes two rotational assignments that can range from one
year to two years. Specific training and work assignments are determined by which
one of two tracks an employee participates in: marketing/sales or product support.

Supply Management Development Program: This is a three-year program

featuring job rotation, training, specific career planning and mentoring. In each
assignment, you work to meet specific objectives, demonstrate your knowledge and
skills, and get the training you need for world-class supply management.
Assignments exist in order fulfillment, cost management and logistics.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 205
 Johnson & Johnson
1 Johnson & Johnson Plaza Leadership Program Contact
New Brunswick, NJ 08933 www.jnj.com
Phone: (732) 524-0400
Fax: (732) 214-0332
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Defining Leadership
How does your company view leadership/development programs?
Small-company Attention—Accelerating your career development

Johnson & Johnson companies provide employees with options for a broad range of
development opportunities, including developmental assignments, classroom and
virtual courses, and opportunities for formal educational advancements. By far the
most meaningful of these choices is the experience that employees gain by taking on
challenging job assignments within our small-company environments.

We believe that all development is self development and that it will occur only if you
personally make it happen. In that context, the assignments you take on provide the
most valuable development experiences you can have. What you make of these
experiences is up to you.

To support the most effective self-development process across our family of

companies, we pursue and plan for coaching, mentoring, comprehensive feedback,
developmental planning and a highly personalized dialogue between you and your
manager.

In order to recognize and accommodate the unique needs of each organization, each
of our global businesses implements its own performance management process, skills
training and other practices that are best suited to its business needs and its
organization’s characteristics.

CAREER
206 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Johnson & Johnson

Across Johnson & Johnson companies, measures of employees’ potential for further
growth are based not only on results attained, but also on the extent to which they are
attained in keeping with our shared values and our global leadership profile. Our
shared values and global leadership profile build on a heritage of leadership and help
our companies ensure the development of a diverse, robust pipeline of extraordinary
leaders at every organization level. They also serve as the basis of the succession and
development planning processes within our companies, which help develop and
deploy exceptional talent to perform key business roles within and across our family
of companies.

Big-company Resources—Facilitating your development

Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

To supplement the on-the-job development provided by many small-company

environments, we provide extensive, globally accessible training and development
resources across our family of companies. You and your manager can draw on these
resources to prepare your personal development plan. Offerings are extensive and
span individual development, team development, organization development and
leadership development.

Leadership Programs and Training

What are the programs called?
• Global Leadership Profile
• eUniversity
• School of Personal and Professional Development
• Management Education and Development
• Leadership Development Programs

Please describe the leadership program.

Global Leadership Profile

The Johnson & Johnson Global Leadership Profile is a framework that defines and
promotes the critical behaviors that characterize and establish effective leadership at
all levels of our organizations. This vital framework serves as a means of self-
assessment as well as a tool to support effective discussion between employees and
their managers.

While these behaviors serve as a guide for all employees, they also promote a
consistent approach to selecting and developing leaders within our more than
companies around the world. The global leadership profile, with our shared values at

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 207
 Vault Guide to Management and Leadership Development Programs
Johnson & Johnson

its core, serves as the basis of succession and development planning, which provides
a pipeline of exceptional talent to perform key business roles within and across our
family of companies.

eUniversity
Johnson & Johnson eUniversity was established to leverage existing functional,
regional and operating company—specific learning and development systems with
full utilization of Internet technology. eUniversity offers a searchable resource for all
learning and development opportunities within Johnson & Johnson companies while
providing efficient learning and development opportunities for employees around the
world.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

School of Personal and Professional Development

The Johnson & Johnson School of Personal and Professional Development provides
employees access to a variety of development options such as e-Learning, traditional
classroom training and blended learning. Employees from our companies around the
world can establish learning plans and then take advantage of the school’s growth and
development resources in fulfilling those plans.

Management Education and Development

Johnson & Johnson Management Education and Development offers a series of
programs and processes intended to ensure that high-potential leaders at all levels,
from first-time managers to senior managers and executives in both technical and
managerial roles, have the support they need as they advance through critical
transitions in their careers.

Leadership Development Programs

For selected functions such as finance, information management,
operations/quality/engineering and human resources, Leadership Development
Programs offer recent university graduates with BS or BA degrees an accelerated
development experience. Led by functional professionals, these programs typically
offer rotational assignments over a two-year period, allowing recent graduates to
experience a range of company environments across several business segments. For
recent graduates with advanced degrees we have our International Recruitment &
Development (IR&D) program, the Finance MBA Leadership Development Program
(MBA LDP) and our Human Resources Leadership Development Program (HRLDP)

This information is taken from publicly available sources.

CAREER
208 LIBRARY © 2008 Vault.com Inc.
 L’Oréal
L’Oréal USA Leadership Program Contact
575 Fifth Avenue www.loreal.com
New York, NY 10017
USA
Phone: (212) 818-1500

L’Oréal International
41, Rue Martre
92217 Clichy Cedex
France
Phone: (212) 818-1500
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Leadership Programs and Training

What is the program called?
• Entry Management Program
• Management Development Program

Please describe the leadership program.

Launching a career is a serious undertaking. From day one, every new graduate
receives our personal attention—to get the right start. Meeting the people you’ll be
working with, acquiring an overview of our organization, learning our day-to-day
approach … Your personalized orientation may last several months.

In some of our countries, real-life experience is coupled with stays of several months
in different functions of the organization through a trainee program. You may also
have a mentor who will accompany you throughout the first months, reply to your
queries and act as a guide.

At L’Oréal USA, those pursuing a career in marketing may be eligible for a

Management Development Program designed to prepare future leaders. With a
strong emphasis on professional development through formal training and individual
check-points with HR, the program provides opportunities to gain exposure and hone
your skills through hands-on assignments. Integration includes a one-week corporate
orientation, followed by direct assignments in field sales, category management,
market research, finance and marketing services.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 209
 Vault Guide to Management and Leadership Development Programs
L’Oréal

In the U.K., your development is largely on-the-job and hands-on. If you’re in

marketing you may be eligible to the Management Trainee Program in which you
will likely carry out placements in your first year, and gain experience in areas such
as commercial, market research, marketing and logistics. Your transition from study
to business will be supported by a comprehensive schedule of formal courses.

We have put into place a series of “transition to” programs to prepare for the
challenges faced when moving from one management step to the next. All “transition
to” programs are enriched with invaluable coaching by one’s manager.

We ensure that the right communication training is available for your needs; moving
from basic presentation techniques and building self-confidence, to dealing with
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

tough negotiation and, at a later stage, handling taxing and high-stakes situations with
the media.

Additional Information
Management and personal development training is available through every step and
new level of responsibility of your career.

Other fundamental management training is provided, such as managing creative

teams, recruiting talent, managing appraisal reviews and facilitating meetings.

CAREER
210 LIBRARY © 2008 Vault.com Inc.
 M&T Bank
1 M&T Plaza cities and learning a little more about
Buffalo, NY 14203 what M&T’s main locations have to
Phone: (716) 842-5445 offer. Whether it’s catching an off-
Fax: (716) 842-5839 Broadway show at Shea’s in Buffalo or
www.mandtbank.com strolling through the Inner Harbor in
Baltimore, there is plenty to do for
Locations everyone.
No matter if you are located in
Buffalo or Baltimore, your training
experience is sure to be positive.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Both cities include a wealth of

activities that appeal to a wide range
of interests. Use these sites as a
guide to finding your way around the

Leadership Programs and Training

What is the program called?
The Management Development Program (MDP).

What is the duration of the program?

One-year training.

Please describe the leadership program.

M&T Bank’s Management Development Program (MDP) provides a unique
opportunity to join one of the nation’s largest commercial banks. The MDP is a
nonrotational, one-year training program for recent college graduates. Although the
MDP is a nonrotational program, the participants receive broad exposure from all the
divisions within M&T and specific job training in order to provide them with the
skills necessary to be extremely successful in their career.

The MDP represents M&T Bank’s strong commitment to developing new managers
for the M&T of tomorrow. The MDP offers recent college graduates an intensive
one-year training program designed to develop technical and leadership skills.

The MDP training takes place in two locations and is divided into two phases, each
consisting of approximately 26 weeks.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 211
 Vault Guide to Management and Leadership Development Programs
M&T Bank

Phase 1:

Division orientations
• Provides trainees with insight into all of the functions of M&T Bank
• Provides opportunities to network with senior managers and MDP participants
from past years

Classroom training
• Technical and job-specific training for each career track
• Course work includes topics such as sales, accounting and the financial services
industry
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

On-the-job training
• Allows for immediate application in the area/division for which the participant
has been hired

Phase 2:

On-the-job training

• The majority of the second phase of the program will place participants in the
actual positions they are hired for

Development of leadership skills

• Participants will periodically reconvene in order to provide leadership training
• Development practices include group discussions and case studies with members
of the organizational development team
• This formula for success is accompanied with an open invitation to challenge the
norms of the bank, giving MDP participants a unique opportunity to truly
influence the growth of M&T

CAREER
212 LIBRARY © 2008 Vault.com Inc.
 Marriott International, Inc.
Marriott Drive Leadership Program Contact
Washington, DC 20058 www.marriott.com/careers
Phone: (301) 380-3000
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Leadership Programs and Training

What is the program called?
The Management Development Program.

Please describe the leadership program.

Marriott’s Management Development Program (MDP) is a self-paced, individual
development program designed to provide entry-level Marriott managers with the
knowledge and skills necessary to perform their jobs and provide exceptional guest
service. This program will help develop discipline-specific technical skills needed to
be proficient in the job, and the management skills needed to ensure a successful
career with Marriott as an assistant department manager.

Career growth and development is a journey—with new paths, new experiences,

unexpected turns, and exciting destinations. Marriott provides a world of learning
where training is never-ending.

Marriott’s management training curriculum enables managers to identify the

appropriate training courses or learning experiences to meet their personal and career
needs. All Marriott managers in all brands, worldwide, have one universal training
framework to guide them in their development and growth throughout their career.

Training begins with the MDP and often continues with other development
opportunities throughout the first year.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 213
 Vault Guide to Management and Leadership Development Programs
Marriott International, Inc

Companywide training will focus on building a foundation around leadership,

managerial, and technical skills. Additionally, most hotels will offer on-site training
classes to complement companywide training initiatives.

The MDP is offered throughout many of our hotels across the country and allows you
to choose the area of greatest interest to you:

• Accounting and finance

• Food and beverage
• Rooms operations and guest services
• Sales and marketing
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

CAREER
214 LIBRARY © 2008 Vault.com Inc.
 Mars & Co
Mars Plaza Leadership Program Contact
124 Mason Street www.marsandco.com
Greenwich, CT 06830
Phone: (203)629-9292

Locations
Greenwich, CT
San Francisco, CA
London
Paris
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Shanghai
Tokyo

Defining Leadership
How does your company view leadership?
Mars & Co is dedicated to providing its professional staff, who ultimately represent
the intellectual capital of the enterprise, with superior opportunities for personal
growth and income.

This is made possible through a career path built around the apprenticeship format.

Leadership Programs and Training

Explain how Mars & Co incorporates leadership training and development into
an employees career path.
At Mars & Co, an associate consultant is the entry-level position for undergraduate
and masters of science degrees. A consultant is the entry-level position for MBAs.
As a matter of policy, Mars & Co promotes only from within. Thus, the successful
associate consultant and consultant can be promoted rapidly to more senior positions.

There are six professional levels at Mars & Co. In increasing order, they are:
• Associate consultant
• Senior associate consultant
• Consultant
• Senior consultant

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 215
 Vault Guide to Management and Leadership Development Programs
Mars & Co.

• Project manager
• Vice president

Over time, through on-the-job training (the apprenticeship), associate and senior
associate consultants will be able to deploy Mars & Co’s analytical tools, business
savvy and increase their analytical autonomy.

At Mars & Co, both the associate and senior associate consultants are integrated
members of a project team in roles that vary in accordance with the project’s
objectives and their demonstrated level of performance. These positions are thus not
simply that of junior analysts.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

There is no pre-determined promotion schedule at any level within the firm. People
are promoted as soon as they can successfully handle a more demanding role: this is
what meritocracy is about.

Qualifications of the candidate:

• Associate and senior associate consultants must have information gathering, data
management and strong analytical skills.
• A consultant is responsible for the rigorous, timely, and imaginative execution of
analytic tasks leading to practical solutions of complex business problems.
• A senior consultant must be able to design and manage a module of a project so
that it is intellectually coherent and useful to the client. This requires excellence
in the application of analysis and the capacity to work with both junior and senior
colleagues.
• A project manager must be able to train other professionals, provide intellectual
leadership in the application of analysis to value-creating solutions for a client,
and manage an entire project that meets Mars & Co’s quality standards.
• A vice president must possess perfected project management skills plus the
ability to contribute to marketing, client acquisition and concept development.

CAREER
216 LIBRARY © 2008 Vault.com Inc.
 Mars, Incorporated
6885 Elm Street Leadership Program Contact
McLean, VA 22101 www.mars.com
Phone: (703) 821-4900
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Defining Leadership
How does your company define leadership?
Mars defines leadership as the ability to master core competencies as it relates to
strategic leadership transitions. The Mars strategic leadership transition is defined in
four stages. Stage 1: Manager of Self, Stage 2: Manager of Others, Stage 3: Manager
of Managers, Stage 4: Senior Managers.

Leadership Programs and Training

What is the program called?
Mars North America MBA Graduate Leadership Development Program.

What is the duration of the program?

Two-year program: Two one-year assignments.

Please describe the leadership program.

The Mars North America Graduate Leadership Development Program (GLDP) offers
you a fast-track program to develop business experience and potentially become one
of the next generation of business leaders of Mars, Incorporated. The GLDP is a two-
year program designed to provide successful candidates with engaging and
challenging cross functional assignments. Projects are tailored so that results have

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 217
 Vault Guide to Management and Leadership Development Programs
Mars, Incorporated

significant impact on business strategy and performance. Assignments will last up to

12 months each in two or more of the following areas:
• Marketing
• Finance
• Commercial (procurement)
• Human resources
• Research and development
• Sales
• Supply

The GLDP assignments are project focused with an emphasis on operational and
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

strategic deliverables that have a direct impact on company performance. If you are
selected for this program, you will gain in-depth learnings about Mars North
America’s businesses, customers, products and services, and strategies. You will be
given the opportunity to enhance your leadership, communication and teamwork
skills through Mars University leadership development programs and on-the-job
training. In addition, you will have the opportunity to participate in a formal
mentoring program with the opportunity to establish relationships with Mars North
America’s senior managers.

What are the goals of the program?

The goals of the Mars North America MBA Graduate Leadership Development
program is to create future leadership in Mars, Inc. through a world-class graduate
leadership development program that attracts and recruits the best caliber of graduate
candidates and develops their skills to become one of our future leaders.

Qualifications of the candidate:

• Pursuing completion of MBA, second year MBA
• Three+ years of professional work or relevant internship/co-op experience
• Successful completion of substance abuse screen
• Ability to relocate as required

Ideal candidates will possess the above in addition to:

• Demonstrated leadership skills in challenging environments
• Excellent written and oral communication skills, including the ability to influence
without authority
• Proven ability to analyze and utilize data at both a detail and strategic level
• Active participation in extracurricular activities and on-campus organizations

CAREER
218 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Mars, Incorporated

Does the program have a special recruiting relationship with particular

universities/colleges/grad programs?
Northwestern (Kellogg)
Yale (SOM)
Michigan (Ross)
Vanderbilt (Owen)
Virginia (Darden)

How many people are accepted into the program annually?

Graduates: Target 10 annually.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

How do you identify leadership qualities?

Leadership qualities are assessed based on competencies such as learning agility,
motivating others, influencing without, timely decision making, strategic agility and
drive for results.

What percentage of LDP participants are hired fulltime?

Target 90 percent.

Outline some other overall results from the program.

The benefits of the Graduate Leadership Development Program:

• Enhances development
• Fosters a greater understanding of the company as a whole
• Increases the leadership pool of candidate to fill the pipeline
• Provides networking opportunities
• Increases associate morale and motivation
• Offers new perspectives
• Increases retention and diversity

Are there additional benefits and compensation that are tied in with these
LDPs?
Sign-on bonus, relocation bonus, annual merit increase, annual company bonus,
annual individual performance bonus

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 219
 Vault Guide to Management and Leadership Development Programs
Mars, Incorporated

Going Forward: Plans for Leadership Expansion

Does your firm have any plans for future leadership development programs,
either formal or informal?
Yes.

If so, please describe them.

Commercial Management Development Program (CMDP): The CMDP is a two- to
three-year program designed to provide successful candidates with engaging and
challenging commercial assignments within the Snack SBU. Assignments will last
for 12 months each in two or more of the following areas: raws, currency, energy,
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

packaging/graphics, services, capital/MRO.

CAREER
220 LIBRARY © 2008 Vault.com Inc.
 Medtronic, Inc.
710 Medtronic Parkway Leadership Program Contact
Minneapolis, MN 55432 Laura Glebe
Phone: (763) 514-4000 HR Director, College Programs |
Fax: (763) 514-4879 Leadership Development Rotation
www.medtronic.com Program
Locations 710 Medtronic Parkway, Mailstop LC210
Minneapolis, MN 55432
Minneapolis, MN (world HQ) Phone: (763) 505-2888
Tolochenaz, Switzerland (European Fax: (763) 505-2889
HQ) E-mail: [email protected]
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Tokyo (Asia-Pacific HQ)

In addition, we have 44
manufacturing sites, 25 research and
development centers, and 23 training
facilities around the world.

Leadership Programs and Training

What is the program called?
The Leadership Development Rotation Program (LDRP).

What is the duration of the program?

Two to three years.

Please describe the leadership program.

Medtronic’s Leadership Development Rotation Program (LDRP) provides a unique
opportunity for highly talented individuals. During the program, a small group of
participants take on two 12 to 18 month assignments in a functional area (marketing,
finance, human resources, supply chain or IT) while receiving maximum exposure to
the company’s core businesses, technologies and leaders. The Medtronic LDRP is a
premier opportunity not only to prepare for a rewarding and challenging career, but
also to make a significant contribution to the organization and to our patients
worldwide.

The Medtronic LDRP capitalizes on the diversity of our businesses and offers
enriching cross-business, cross-geography work experiences for outstanding
professionals who have a strong desire to test the limits of their abilities.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 221
 Vault Guide to Management and Leadership Development Programs
Medtronic, Inc.

The Medtronic LDRP is both rigorous and selective where fewer than 35 participants
are chosen each year from inside and outside the company. Within a company of
over 38,000 employees, these individuals have a unique opportunity to help
Medtronic fulfill its mission to alleviate pain, restore health, and extend life to more
than five million individuals every year.

Because Medtronic’s LDRP is a crucial component in building the pool of future

company leaders, strong support lies at the company’s highest levels. Unlike many
other professional development programs, this program is centrally managed and
funded by a corporate department staffed with “talent managers.” Sponsorship and
oversight is provided by leadership development councils that have vice president
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

level representation from each Medtronic business sector and geography. This
sponsorship structure plays a critical role in ensuring program quality, consistency,
continuity and communication.

Just as no two career paths are identical, no two participant’s assignments are the
same. Assignments are determined based on the needs of the organization and the
goals of the individual. In consultation with their mentors and program staff,
participants are expected to play a strong role in identifying their rotations.
Assignments can vary dramatically—from startup businesses to turn-arounds, from
line jobs to corporate staff positions, from tactical problem solving to high-level
strategic work. Ideally, participants will work in two different business units in two
different geographic locations during their time in the program.

To become a LDRP participant is to gain a valuable network of peers and program

graduates. Each participant is matched with a mentor—a leader in the same
functional area—who is able to provide valuable program and career advice.
Mentors are available for consultation on any issue, large or small, and are an integral
part of this program.

Although Medtronic knows that true professional development occurs most

effectively on-the-job, we have designed our program to include additional
development experiences. In addition to the two stretch job assignments, program
participants can expect to participate in functional and leadership development
educational experiences and mentoring programs, as well as receive ongoing
coaching and feedback. This combination of developmental experiences, we believe,
results in participant’s growth not only as experts within their functional areas, but
also as true business leaders within the organization.

CAREER
222 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Medtronic, Inc.

Describe how your program(s) differ at different levels of leadership.

This program is for employees who have recently graduated from business school
with their MBA and have three to five years of work experience.

Qualifications of the candidate:

• Newly graduated MBAs and current employees who meet the requirements can be
nominated into the program.
• MBA students focusing in one of the following areas: business development,
finance, IT, supply chain, marketing or human resources
• Three to five years of relevant work experience, bright, energetic, results-oriented
and flexible.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• A desire to work hard, continuously learn and add value.

• Excellent interpersonal, communication, leadership and strategic-thinking skills,
and the flexibility to rotate to several Medtronic locations.

Does the program have a special recruiting relationship with particular

universities/colleges/ grad programs?
Yes, we actively recruit at the following business schools: Wharton, Kellogg,
University of Michigan—Ross, Duke—Fuqua, University of Minnesota—Carlson,
Harvard, Stanford, University of Virginia—Darden and National MBA Diversity
Career Fairs.

How many people are accepted into the program annually?

MBA graduates: approximately 35.

How do you identify leadership qualities?

We interview students through on campus recruiting and diversity career fairs using
behavioral based interviewing techniques.

Outline some other overall results from the program.

Since the program’s inception, we have retained 93 percent of our LDRP participants.

The LDRP is advancing the careers of new MBAs. Ninety-one percent of eligible
participants have been promoted within the first two years of their career based on
performance.

Are there additional benefits and compensation that are tied in with these
LDRPs?
From a development perspective, LDRP participants are assigned formal mentors,
and attend many leadership development programs and workshops. They also have

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 223
 Vault Guide to Management and Leadership Development Programs
Medtronic, Inc.

access to a staff of talent managers with whom they can gather career advice and
performance coaching. From a compensation perspective, LDRP participants are
awarded sign on bonuses, stock option grants, cost of living stipends, domestic and
international relocation assistance, and annual merit increases.

What Impact does the program have on the candidates’ career path?
Becoming a Medtronic LDRP participant provides distinct career advantages:

Credibility and Visibility

The impressive contributions that participants make during their time in the program
grants them increased credibility within the organization. And rigorous hands on
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

assignments offer them extraordinary visibility to showcase both their raw talent and
willingness to roll up their sleeves. This increased credibility and visibility gives
participants more opportunity to demonstrate the full spectrum of their talents and
abilities.

Placement and Beyond

After gaining an understanding of both their chosen functional area and the full
breadth of the organization, program participants are well prepared to make informed
decisions about their future. Upon completion of the program, participants work in
concert with program staff, mentors and managers to identify a challenging role with
broad responsibility.

Alumni from this program are expected to assume leadership roles within the
organization and, with time, to become directors, vice presidents, controllers, country
managers, and general managers.

Going Forward: Plans for Leadership Expansion

Does your firm have any plans for future leadership development programs,
either formal or informal?
Yes, we hope to expand the number of functions that are in the LDRP. Short-term
goals include adding the clinical/quality/regulatory function to the LDRP.

Recognition
Medtronic was named to the 2007 and 2008 list of Global Top Companies for
Leaders by Hewitt Associates.

CAREER
224 LIBRARY © 2008 Vault.com Inc.
 MetLife, Inc.
200 Park Avenue Leadership Program Contact
New York, NY 10166-0188 www.metlife.com
Phone: (212) 578-2211
Fax: (212) 578-3320
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Leadership Programs and Training

What is the program called?
The Institutional Leadership Development Program.

What is the duration of the program?

Three one-year rotations.

Please describe the leadership program.

MetLife’s Institutional Leadership Development Program is a challenging three-year
rotational program. This intensive results-driven program offers the right candidates
accelerated learning opportunities and career advancement (upon successful
completion of the program). The program goes far beyond just your professional
role. It prepares you as a future business leader by providing you with broad exposure
to the different areas of the MetLife business, offering guided career development,
providing training in leadership capabilities and offering a network of support such
as your program manager, senior managers and fellow program associates and
alumni.

• Three one-year rotations within your chosen line of business. Each one year
rotation will be in a different group within your department (i.e., if your
department is institutional marketing, you will rotate to different groups within
the marketing organization).

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 225
 Vault Guide to Management and Leadership Development Programs
MetLife, Inc.

• Your rotations will give you hands-on exposure to the different areas within your
department.
• Flexibility in rotating out of your department if another area proves to be a
stronger fit for you.
• Business departments include:
- Business architecture
- Broker operations
- Corporate benefit funding
- Institutional insurance products
- Institutional marketing
- Institutional sales
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

- Institutional services

Qualifications of the candidate:

The Leadership Development Program seeks to attract diverse talents of all
backgrounds but candidates should share the common characteristics of being
passionate and highly motivated individuals who have the desire to learn
continuously and positively impact MetLife’s business and associates.

• Exceptional verbal and written communication

• Outstanding leadership and teamwork skills
• Excellent interpersonal skills
• Superb project management skills
• Strong analytical and problem solving skills
• Ability to thrive in a demanding and fast paced environment
• Positive attitude
• Must be willing to travel
• Must also be willing and able to relocate based on rotational assignments.

Additional Information
The Leadership Development Program typically recruits each year starting in January
and will stop accepting applications early February. To apply for the program at that
time, please click on “Career Search” then search MetLife job opportunities.
Keyword search for the “Leadership Development Program” to view our active job
posting.

For additional information or questions, please contact [email protected].

CAREER
226 LIBRARY © 2008 Vault.com Inc.
 NBC Universal
100 Universal City Plaza Leadership Program Contact
Universal City, CA 91608 http://www.nbcunicareers.com/
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Leadership Programs and Training

What are the programs called?
• Commercial Leadership Program
• Universal Pictures Leadership Program

Please describe the leadership program.

• The Commercial Leadership Program is designed to develop and cultivate current
high performing employees and to create a platform for successful leaders in sales.
Participants, exclusively nominated by their immediate supervisors, will attend
various short-term sessions in all aspects of the field. This valuable six-month
experience provides all participants with new opportunities for professional
development, and preparation for future positions in Telemundo sales. All
participants will actively retain their current positions throughout the duration of
the program.

• The Universal Pictures Leadership Program is designed to foster a pipeline of

creative talent that will rotate through the Motion Picture Group in a structured
process that combines three different job assignments that will provide the program
participant with access into learning what goes into making a film. The candidate
will follow a film at various points throughout the creative process, from the
greenlighting process through to the film’s release on home video.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 227
 Vault Guide to Management and Leadership Development Programs
NBC Universal

• A two-year program consisting of three eight-month rotations within the

Motion Picture Group.

• Each rotation will offer the employee access to the process of film making.
From the greenlight process to box office opening and through the supply chain
at retail.

• Program participants will further develop and strengthen their business acumen
and leadership skills by completing an intensive curriculum consisting of six
core classroom training courses along with online training and project-based
deliverables.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Qualifications of the candidate:

Commercial Leadership Program: The program is open to internal candidates only
based on a management recommendation. The ideal candidate will be top
performing current employee, with a strong interest in media sales in the Hispanic
marketplace. A bachelor’s degree is required. Previous sales experience is a plus.
Significant leadership roles and some corporate work experience is strongly desired
in all candidates. Candidates must also have strong problem-solving skills, written,
verbal and electronic communication skills, and excellent presentation and listening
skills. The location of employment post training will be at one of the Telemundo-
owned and operated stations or national sales offices therefore, all candidates must
be mobile.

Universal Pictures Leadership Program:

• Graduate degree with an emphasis in film/TV, marketing or business
• Bachelor’s degree with four years experience in an area that is relevant to the
entertainment industry
• Demonstrated leadership, communication and analytical skills
• Geographically mobile
• Active in community affairs or affinity programs

What opportunities does the program provide?

Universal Pictures Leadership Program:
• Opportunity to move into a full-time management position, at the program’s
conclusion
• Access to successful film executives to incorporate into your network
• Exposure to each department that goes into a film being made
• Behind the scenes look at the “business” of how movies are made
• Leadership skills development

CAREER
228 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
NBC Universal

Additional Information
The Universal Pictures Leadership Program gives deserving candidates with great
potential a chance to build on an existing skill set and gain real-world experience. We
offer a competitive salary, outstanding benefits package and the professional
advantages of an environment that supports your development and recognizes your
achievements. We are an Equal Opportunity Employer. Partial relocation will be
available.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 229
 Nestlé S.A.
Avenue Nestlé 55 Locations
1800 Vevey At Nestlé’s headquarters in Vevey,
Switzerland Switzerland, some 1,600 employees
www.nestle.com from more than 70 countries oversee
the global strategy of the Nestlé Group.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Leadership Programs and Training

What are the programs called?
• International Marketing & Sales Trainee (IMST)
• Nestlé Productivity Team
• Expatriate Career Development

What is the duration of the programs?

• IMST: two years
• Nestlé Productivity Team: four years
• Expatriate Career Development: two to three years

Please describe the leadership/development programs.

International Marketing & Sales Trainee (IMST): The IMST program is tailored
to the abilities and experience of each candidate. However, in general the program
begins with a two- to four-month orientation at our international headquarters in
Vevey.

This initial phase aims to give you a clear understanding of the role of the
headquarters, and the way it works with Nestlé local markets. It will also introduce
you to the specific product category that will be the basis of your expatriate
assignment. During these first few months you’ll have the opportunity to network
with many people who will be important contacts in your future work.

CAREER
230 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Nestle S.A.

Once this familiarization phase is over, you are ready to embark on your expatriate
training period abroad. But regardless of where your first assignment takes place, all
IMST participants are being trained for a global expatriate career.

Once on assignment, the fast-paced IMST program really gets under way. The
intensive in-market program is designed to help you to get to know all the various
departments that will contribute to your success in Marketing or Sales.

The training abroad, in general, is structured into three phases:

• General Training
• Marketing Training
• Sales Training
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

As an in-market IMST your aim will be to familiarize yourself with all aspects of the
specific local Nestlé operation. To facilitate this, you will be assigned to the
following departments:
• Finance and control: key figures and key performance indicators, value drivers,
budgeting process and sales price calculations.
• Supply chain and information systems: sales forecasting and production planning,
stock management, transport services and cost, customer services and inter-market
supply.
• Production: Raw materials and manufacturing processes, capacity management,
cost structure and the Nestlé Quality System (NQS).
• Communications: Brand policy, visual properties and guidelines; market research,
consumer insights, and competitor analysis; consumer services, complaints and
recipe service; the media; communication partners.
• Legal and public affairs: licensing agreements, brand protection and the World
Health Organization (WHO) code.

During marketing training you will work in close collaboration with an experienced
consumer marketing manager who will help you gain an understanding of the
following concepts:
• Marketing strategy: brand positioning and communications, preparing business
plans built on the long-term strategic vision for different brands.
• Setting objectives: determining targets, for example, volume, market share,
profitability, distribution and brand awareness.
• Production: understanding product profiles, packaging, raw materials, innovation
and renovation, and the role of the Nestlé Product Technology Centers and R&D
network.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 231
 Vault Guide to Management and Leadership Development Programs
Nestle S.A.

• Communications: advertising, consumer promotions, sponsorship, working with

our communication partners, preparing briefs.
• Environment and market snalysis: competitors, consumer/shopper research and
insights, price point elasticity analysis and various market studies and methods.

Our Sales Training will give you a total overview of our whole sales operation and
cover all the different sales channels. It includes several months work as a sales
representative—to experience how the job functions, how to interact with trade
customers, and how to be an integral part of the sales team. This training phase
typically includes the following:

• Sales administration: organization of sales force, incentives and trade spend.

Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Trade marketing: sales channel strategy and point of sale activities.

• Category management: understanding categories and tools.
• Key account management: familiarization with key accounts and the importance of
key customers, wholesalers and retail chains, and other characteristics of
retail/wholesale.
• Regional sales: the practical applications of sales in the division in which you may
later be assigned a product.
• Alternative channels: Understanding the characteristics and potential of this sector.

Once you have successfully completed the IMST program, many opportunities are
open to you. Like our other international assigned employees, you’ll be asked to
make a long-term commitment to carry out a series of three- to five-year assignments
abroad, moving from one country to another. Like them, you will have the
opportunity to work in many parts of the world, especially in emerging markets.

Assignments abroad enable you to develop an extensive knowledge of our global

business, and a wider range of management skills. You will develop an in-depth
understanding of cultural differences, and an insightful appreciation of how these
differences affect business, social situations and consumer preferences. All of this
gives you a privileged, yet responsible role within our group.

Due to the interactive relationship between the sales and marketing functions, your
career path will probably take you from one to the other throughout your professional
development.

Typically, you could become a business manager, product manager, key account
manager or consumer marketing manager—related to the consumer or to a specific
customer channel. Or you may move into the area of category management or trade
marketing.

CAREER
232 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Nestle S.A.

Having acquired sufficient experience and demonstrated your capabilities, you would
then be expected to take up a leadership position within the group, i.e.: sales manager,
marketing manager or head of a business at national level, or at our international
headquarters in Switzerland.

Nestlé Productivity Team: The NPT is a special team of around 50 engineers from
different nationalities and academic backgrounds. It is basically an internal
consultancy group.

Its consultants work on overseas assignments directly with Nestlé’s operating

companies. Their aim is to improve operational productivity by focusing on factory-
related activities and by sharing best practices.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

NPT consultants spend 10- to 11-months each year overseas, working on five-to six-
month projects in countries throughout the world.

Once the NPT consultants arrive on site they analyze the existing situation, determine
opportunities and solutions, and support the implementation of their proposals and
the company’s best practices. In so doing, they also act as an essential benchmarking
tool for Nestlé’s overall industrial performance.

The NPT is about hands-on change—not merely analysis and consultancy. By

definition it works in a fast-paced and innovative environment.

Since 1988 the team has been working on around 200 major projects, all aimed at
improving industrial performance and establishing new factory reference models and
best practices. In this way, the team makes a significant contribution to ensure the
long-term high performance and profitability of Nestlé’s operational companies
around the world—across all product categories.

Typical types of NPT activity include:

• Assessing current performance with best-in-class performance, and implementing
best practices.
• Studying historical data and information flow, measuring volumes, quantities,
speeds, line capacity and efficiency.
• Conducting interviews, collecting ideas for improvement, developing the best
solution, testing and demonstrating it through practical trial.
• Assisting in implementing the solution, and helping management and staff to
accept change.
• Providing personnel with the tools and techniques needed to improve operations.
• Increasing first-time product quality, communication and teamwork, line

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 233
 Vault Guide to Management and Leadership Development Programs
Nestle S.A.

performance, system utilization, simple structures and service levels, and using
Key Performance Indicators (KPIs).
• Decreasing material losses, administrative work, superfluous stock levels as well
as material, labor, transport and warehouse costs.

Expatriate Career Development: Expatriates at Nestlé make a long-term

commitment to carry out a series of two- to three-year assignments abroad, moving
from one country to another.

As an international expatriate employee joining our International Headquarters you

have the opportunity to work in many locations—mainly in Asia, Africa, Eastern
Europe and Latin America.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

When you join Nestlé you would typically have an initial four to six months’ training
and orientation program in three or four different Nestlé factories. You would also
be coached by specialists at the headquarters.

The aim of this initial period is to help develop your professional skills before you
take on your first expatriate assignment. You would also have the opportunity to
attend courses at the Nestlé International Training Centre at Rive-Reine in
Switzerland, so that you become familiar with various Nestlé technologies and
practices. Following a thorough initial evaluation, and based on your individual
training experiences, you would then start your first assignment.

Assignments are usually in one of the following categories:

• In a Nestlé factory somewhere in the world working in the engineering, quality
assurance or manufacturing department—dealing with food processes, with tasks
related to the production line, filling, packaging or with an expertise in a technical
area, for example, in refrigeration or automation.
• Or working in the construction and commissioning of new factory lines or
extensions.
• In product and process development in a Nestlé Product Technology Centre for a
two to three years’ professional development period, before taking on an expatriate
assignment.

What are the goals of the programs?

Aim is to prepare motivated graduates to take up leadership positions throughout the
company.

CAREER
234 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Nestle S.A.

What impact do the programs have on the candidates’ career path?

International Marketing & Sales Trainee (IMST): For a start, a solid base for an
exciting long-term career that will take you (and your family) from one place in the
world to another, typically for a period of three to five years in each location. It is fair
to say that an expatriate career within Nestlé is more than just a career, it is a lifestyle.

You’ll belong to a diverse yet select community of Nestlé expatriates, with constant
opportunities to meet, work and share experiences with multicultural teams on an
amazing variety of products and brands.

Specifically, we offer you the following:

Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• A flexible career structure between marketing and sales activities

• The chance, challenge and responsibility of implementing sales and marketing
strategies during your assignments abroad in various markets
• Continuous training and individual development to ensure that in your new
position you adapt, progress quickly and succeed in a wide range of business areas.
• Exchange of knowledge, involvement in many aspects of the company, plenty of
contact with our own people and trade customers

Nestlé Productivity Team: As a new NPT member you can have up to six weeks
training at the international headquarters, and then immediately start your first
mission abroad. On-the-job training continues during your first projects.

During your four years in the team there is continuous training to develop your
technical, managerial and leadership skills, giving you the necessary tools to be
promoted from team member to group leader and ultimately to project leader.

As a project leader one of many opportunities you may have is to lead target setting
teams—teams of experts who conduct several four weeks assignments in order to
establish operational targets based on best practices. The four-year NPT experience
can lead to many interesting positions in the areas of: production, supply-chain,
internal industrial consulting and R&D—either as an expatriate or as a local
employee in a Nestlé market somewhere in the world.

Expatriate Career Development: After gaining sufficient experience, several

career paths are open to you depending on your specific background. With a
background in mechanical or process engineering you could be:

• Project engineer: part of a team responsible for the construction and

commissioning of new project lines, utilities, buildings and factories—or the
modernization of existing ones—from the initial concept to the final installation.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 235
 Vault Guide to Management and Leadership Development Programs
Nestle S.A.

• Engineering specialist: with expertise in filling, packaging, refrigeration or

automation, or in food processes such as extraction and drying.
• Factory engineer: responsible for the technical installations in a factory, of process
line equipment and utilities such as steam, air and electricity. You would also be
in charge of all maintenance and repair, and the installation of new investments.

These three positions could lead to a position as a chief engineer in a Nestlé market,
or a head of engineering function within a technical specialty, or a manager position
in project or process engineering, or a factory manager activity.

With a background in microbiology, chemistry, food technology or a similar field you

could be:
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Quality specialist: after an initial training period you would, for example, be
assigned to work in an emerging market where your tasks would involve the very
important training of local people into the Nestlé Quality System (NQS).
• Manufacturing specialist: you could work with raw materials, recipes and
processes and, for example, act as a link between the factory and R&D on product
development projects.

Later on you could become factory manager, head of factory quality assurance in a
Nestlé market, or head of manufacturing in particular product areas. From a quality
assurance position your career development could also be orientated toward a food
technologist position. A position within a product and technology center for a certain
period might also be an option.

Qualifications of the candidate:

International Marketing & Sales Trainee (IMST): Our most successful
international employees tend to share certain characteristics.
• They are extremely flexible and mobile, and thrive in different working conditions.
They generally have an open mind. They have an affinity for different cultures,
and the effect these varied cultures has on them—both professionally and
personally.
• Since they move from one country to another every three to five years, they are
able to adapt quickly and to take on responsibilities anywhere in the world. This
is by no means an easy task, and is why our international expatriates tend also to
have a great deal of social competence, and certainly a passion for what they do.
• They have a strong team spirit, are good at communication, and have well-
developed analytical and organizational skills. This is combined with
entrepreneurial flair and an original creative mind. If all this sounds like you, and
you are looking for a challenging, exciting and rewarding career that can take you

CAREER
236 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Nestle S.A.

round the world, then an international career as an IMST expatriate could be just
right for you.
• If you are fluent in English and two other major languages, have some practical
work experience, then take the first step and apply for our IMST training.

Nestlé Productivity Team: Well, that depends on you. But the people who enjoy
working on the NPT and are most successful tend to share certain characteristics.
• They like to spend 10 to 11 months a year traveling around the world working in
teams. They are extremely flexible and mobile, and adapt easily to different
working conditions during the first four years with the company. They are able to
“live out of a suitcase.”
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• They have a strong team spirit, an affinity for other cultures and a willingness to
work with people from different countries and backgrounds. They tend to have an
open mind, a broad outlook and varied interests. They have the ability to be a
leader, to negotiate and to communicate with tact and diplomacy. They have an
entrepreneurial spirit, are self-driven and are good at working as results-oriented
“change agents.”
• If this sounds like you, and if you are a creative, motivated and hard working
engineer with a degree in food technology, industrial, mechanical or chemical
engineering or a related subject, then the NPT could be the place for you.
• You need to be fluent in English and two other major languages. Some practical
work experience through internships or work placement is also recommended.

Expatriate Career Development: We are looking for qualified engineers and

university graduates from the following fields: mechanical, process, industrial and
chemical engineering, food technology, microbiology, chemistry or similar fields.

• As an international employee you must be flexible and prepared to move quickly—

sometimes at very short notice—depending on the immediate and changing needs
of the company.
• An international career with us can be quite demanding. In our experience, those who
are most successful and find it most fulfilling tend to be extremely flexible, mobile
and willing to adapt to different cultures. They are team players who enjoy working
with people from different countries and backgrounds. They are self-starters with
strong technical, analytical and organizational skills, and leadership potential.
• They certainly are open-minded, tend to have a broad outlook and varied interests.
Their communication skills allow them to translate what is complex and technical
into readily understandable and actionable concepts.
• You must be fluent in English and in two other languages. Some practical work
experience through internships or work placement is also recommended.
This information is taken from publicly available sources.
Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 237
 Nike, Inc.
Nike World Headquarters Leadership Program Contact
One Bowerman Drive www.nikebiz.com/careers
Beaverton, OR 97005
Phone: (503) 671-6453
www.nike.com

Locations
Regional operations for the
Americas, Asia-Pacific and US are
located at Nike’s World Headquarters
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

location.

Defining Leadership
How does your company view leadership?
Nike is always looking for high potential individuals who are seeking a challenging
and rewarding career. We have a variety of development programs ranging from
programs for mid-career professionals to new graduates. Our development programs
vary around the globe by region.

Leadership Programs and Training

What is the program called?
• Europe, Middle East and Africa (EMEA) Management Development Program
• World Headquarters Marketing Development Program

Please describe the leadership programs.

• Europe, Middle East and Africa (EMEA) Management Development Program—
This program begins at our European headquarters located near Amsterdam in
Hilversum, The Netherlands. The structure, content and duration of the training
are determined by the level of each individual and are tailored to meet specific
development needs and ensure that you are business-ready at the end of the
rotation.

CAREER
238 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Nike, Inc.

Following completion of the program, there is a possibility that you will be asked
to relocate to another European country. The assignment locations are based on
business needs and Nike will cover the costs of these moves and provide assistance
to you. Each placement is unique, project based and business critical—giving you
the opportunity to demonstrate your capabilities and add value to our business. The
program has rotations through a variety of departments including finance, sales,
retail, human resources, brand marketing and supply chain.

• World Headquarters Marketing Development Program—At our World

headquarters near Beaverton, Ore., we offer one type of development program.
The program is designed for recent college graduates and MBA students who have
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

a proven track record of academic excellence and extracurricular achievement.

The Marketing Development Program provides participants with rotational

experiences in global brand marketing over a two-year period. Rotations include
exposure to at least four of the following functions: Brand initiatives, advertising,
digital, PR, experiential marketing, community affairs, brand planning or retail
marketing. The objective of the program is to give key talent exposure to and
hands-on experience with the brand marketing process at Nike, preparing these
individuals to take on associate brand manager roles at the completion of the
program.

Qualifications of the candidate:

• Europe, Middle East and Africa (EMEA) Management Development Program—
Our program is designed for MBA graduates with a minimum of five years
working experience in a related functional area. Candidates should have
experience in working in a dynamic and diverse team environment with a proven
ability to deliver results against targets on complex projects.
• World Headquarters Marketing Development Program—Nike seeks exceptional
talent from around the world, and through a multi-stage screening process
including individual interviews, projects and panel interviews, selects those with
the personal drive, marketing experience and acumen, consumer connection and
passion to perform exceptionally in the global brand marketing organization. Nike
strongly prefers individuals with MBAs and at least two years of business
experience in addition to education.

This information is taken from publicly available sources.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 239
 Nokia
Nokia Head Office Locations
Keilalahdentie 2-4 Finland (HQ)
P.O. Box 226 White Plains, NY
FIN-00045 Nokia Group
Finland
Phone: +358 (0) 7180 08000
Fax: +358 7180 38226
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Defining Leadership
How does your company view leadership?
Nokia offers a solid platform for professional and personal growth in challenging,
fast-evolving environments. If you’re a top-ranked business graduate or technical
graduate with strong business acumen, a future with Nokia can offer diverse, world-
class possibilities. Nokia is at the leading edge of multimedia, software, mobile
phones and other world-changing technologies.

Leadership Programs and Training

What is the program called?
Nokia Graduate Program—Induction.

Please describe the leadership program.

Nokia is committed to a comprehensive and specifically focused induction program
for our new graduate employees. Our clear goal is to help graduates evolve quickly
and smoothly into fully participating and effective members of the company.

Our induction program relies on a range of world-class experts and resources

deployed in ways that prepare new graduates for high-level professional challenges.
Different learning channels include face-to-face sessions, e-learning and self-

CAREER
240 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Nokia

learning, plus special forums where one has the chance to share experiences with
other recent graduates.

Graduate induction is carefully tailored to the special needs, skills and roles of newly
hired graduates, and is also designed to help them to build networks within the
organization.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 241
 Northwestern Mutual Financial Network

720 E. Wisconsin Avenue Leadership Program Contact

Milwaukee, WI 53202 Ann Otte
Phone: (414) 271-1444 Assistant Director, Agency Leadership &
www.nmfn.com Organizational Development
Locations 720 E. Wisconsin Avenue
Milwaukee, WI 53202
Milwaukee, WI Phone: (414) 665-1513
350 Offices Nationwide Fax: (414) 625-1513
Visit www.nmfn.com for all locations E-mail: [email protected]
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Defining Leadership
How does your company define leadership?
Northwestern Mutual’s leadership philosophy is based on the longstanding values
that have shaped its unique identity over the past 150 years. Leaders within the
Northwestern Mutual family abide by principles that include a focus on doing the
right thing by putting mutuality and fairness first, building and preserving financial
strength through a long-term management approach, delivering quality products with
a focus on what our customers need and developing enduring relationships focused
on loyalty and satisfaction.

Leadership Programs and Training

What is the program called?
Northwestern Mutual’s Leadership & Organizational Development unit is the
overarching umbrella for leadership education and development programs that
benefit financial representatives in 350 offices across the United States. Under this
umbrella, there are several program categories, which include:

• LEAD (Leadership Through Education Achievement & Development)—a

program for entry-level representatives interested in leadership.
• Leadership University—a program for high-potential field leaders.

CAREER
242 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Northwestern Mutual Financial Network

• Managing Partner Succession Planning—a series of five programs offered to high

potential executive-level field leaders with proven leadership capacity.

What is the duration of the program?

Northwestern Mutual financial representatives can spend up to 12 years in leadership
training because the unit provides entry-level through executive-level development
programs—some beginning when representatives are first recruited into the Network
as interns. In fact, 41 percent of its managing partners are former interns and 25
percent of all front line field managers are former interns.

• LEAD lasts approximately two years. Each Network Office develops and
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

schedules LEAD meetings monthly for two to three hours.

• Leadership University courses (11 in all) are held throughout the year. Academies,
clinics and courses are generally one- to three-day sessions held at the corporate
office.
• Managing Partner Succession Planning—The five programs within this category
last from three to 10 years.

Please describe the leadership program.

The Leadership and Organizational Development Unit (LODU) offers a variety of
entry-level and executive level leadership education programs to grow and support
field force leaders. These programs begin with frontline leaders in early stages with
the network and continue as leaders evolve into senior management roles. The
following is a summary of these programs and their results.

LEAD—LEAD curriculum is provided by corporate and customized and

implemented through local network offices. This program helps representatives
determine whether a long-term leadership path is right for them. Participants develop
skills through classroom modules, homework, practical application and group work.
Content emphasis is on recruiting, selection, training and development, business
operations and leadership as representatives gauge their interest and increase their
ability to lead a unit of financial representatives.

During this two-year process, representatives advance through three learning stages:

• Series 1: Learning about network office systems and overall leadership.

• Series 2: Developing skills needed to effectively develop potential in others.
• Series 3: Developing skills needed to successfully develop a unit.

Leadership University—Attendees include college unit directors, field directors and

managing directors who have graduated from LEAD. Leadership University’s 11

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 243
 Vault Guide to Management and Leadership Development Programs
Northwestern Mutual Financial Network

courses offer a holistic approach through a structured series of learning opportunities,

customized curriculum and guidance on designing a personal career development
plan. Content focuses on four primary areas critical to leadership success with
Northwestern Mutual: recruiting and selection, business operations, training and
development, and leadership.

Managing Partner Succession Planning—There are five programs designed to

populate the candidate pool with qualified leadership talent. These programs are
corporately-driven and are by invitation only to a select number of individuals per
year.

The Career Analysis Procedure (CAP) is an Assessment Center—a highly

Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

structured process of intense interviewing and analysis. Candidates with the highest
potential may be invited to participate in four MP development programs—Emerging
Leaders Program (ELP), Leadership Development Program (LDP), Leadership
Development Graduate Program (LDGP), and/or a rotational assignment in the
corporate office as an assistant regional director.

Describe how your program(s) differ at different levels of leadership.

• LEAD (Leadership Through Education Achievement & Development)—this
program focuses on helping entry level financial representatives explore the world
of network office leadership while building a foundation for future opportunities.
• Leadership University—a program for high-potential field leaders who want to
advance their careers beyond LEAD to managing director.
• Managing Partner Succession Planning—this a series of five programs offered to
high potential leaders with proven leadership capacity to development leadership
talent for the highest leadership level within the network—managing partner.

What are the goals of the program?

• LEAD goal—To help entry-level representatives explore the world of network
office leadership while building a foundation for future opportunities. This
program helps representatives determine whether a long-term leadership path is
right for them.
• Leadership University goal—to provide training and development necessary to
grow the number of managing directors in the network. Curriculum at each level
builds competencies that enable candidates to improve their ability to: Recruit,
select, develop and retain outstanding financial representatives, maximize use of
time and resources, help teams become more productive, coach and motivate
others, and define their career path and milestones.

CAREER
244 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Northwestern Mutual Financial Network

• Managing Partner Succession Planning goal—to ensure a sufficient pool of

qualified, highly talented leadership candidates for each managing partner
opportunity.

Qualifications of the candidate:

Leaders within the Northwestern Mutual Financial Network system come from a
wide variety of backgrounds, education levels and majors. The system has a long
standing tradition of developing leaders from within and therefore looks for
individuals who are successful first at building their own personal practice with the
network so they can serve as role models in a leadership capacity. Each network
office within the system maintains additional criteria to qualify for entry into the
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

leadership development programs.

Does the program have a special recruiting relationship with particular

universities/colleges/ grad programs?
Northwestern Mutual Financial Network recruits on hundreds of college campuses
nationwide and it’s nationally ranked, Top 10 Internship Program is a great first step
for those interested in leadership.

How many people are accepted into the program annually?

There are more than 700 LEAD participants and several hundred attendees of
Leadership University annually. The executive-level training programs include
approximately 50 people per year.

How do you identify leadership qualities?

Leadership talent is initially identified at the local level and includes a combination
of a track record of sales success combined with demonstrated commitment to key
core values such as integrity and personal responsibility. As the leadership candidate
progresses and is able to demonstrate success in attracting and developing talent
within the organization, he/she may become eligible for additional leadership
development opportunities.

What percentage of the program participants are hired fulltime?

All participants in these programs are full-time financial representatives with the
Northwestern Mutual Financial Network. They are not employees of the company
however, but are independent contractors.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 245
 Vault Guide to Management and Leadership Development Programs
Northwestern Mutual Financial Network

Outline some other overall results from the program.

LEAD Results—The LEAD program has seen consistent growth in its number of
course offerings as well as 80 percent growth in the number of participants in the past
two years. The program continues to demonstrate its value in both individual and
unit production as LEAD participants exceed their peer group by double-digits in all
key sales measures. Five-year retention rates for LEAD participants significantly
exceed company averages at 70.8 percent.

Leadership University Results—Leadership University has consistently achieved

its goal to provide a high level of training and development for those interested in
expanding their leadership skills. Hundreds of field representatives have attended
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

resulting in increased recruiting results, interest in leadership opportunities and

higher productivity. Surveys conducted after each course indicate more than 95
percent of the attendees rate the content and instruction “effective” to “very
effective.”

Managing Partner Succession Planning Results—Nearly 100 percent of managing

partner appointments are individuals who have developed through the Northwestern
Mutual system. Approximately six new MPs are appointed annually.

Are there additional benefits and compensation that are tied in with these
leadership programs?
Some programs have stipends available. Stipends vary by program and location.

What percentage of your most senior leadership was produced from within
your company?
Nearly 100 percent.

Going Forward: Plans for Leadership Expansion

Does your firm have any plans for future leadership development programs,
either formal or informal?
Yes. The programs outlined above will continue and new initiatives are underway for
2008 which will include comprehensive consulting for network offices to help senior
leaders continue to enhance their strategic leadership development programs at the
local level. Additional development programs are also underway for specific
leadership roles within the system.

CAREER
246 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Northwestern Mutual Financial Network

Recognition
Please list any awards or recognitions your leadership programs have received,
as well as any commendations that the company has received for leadership.
• The network was named as having one of America’s Top 10 Internships by
Vault.com, Inc. (January 2007) and as one of the Five Best Internships for Real
Work (July 2006) by CNNMoney.com. The internship program lays the
foundation for many of our most successful leaders.
• Northwestern Mutual has been named America’s Most Admired company in the
insurance category for 24 straight years according to the 2007 Fortune magazine
survey (March 2007).
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Northwestern Mutual has been ranked No. 1 among all other service companies in
Selling Power magazine’s annual The 50 Best Companies to Sell For feature in the
November/December 2007 issue. “Training & Development” is one of the key
measures for this award.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 247
 Oracle Corporation
500 Oracle Parkway Leadership Program Contact
Redwood Shores, CA 94065 E-mail: [email protected]
Phone: (800) 633.0738
www.oracle.com
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Defining Leadership
How does your company view leadership/development?
At Oracle, we provide powerful career development opportunities and a supportive
environment to foster career self-management. We encourage regular, open, and
honest communication between you and your manager. To proactively manage your
career, you’ll want to seek out the coaching, tools and advice you need to excel in
your current responsibilities and to develop in areas that advance your career goals.

Oracle recognizes and rewards you for growing either as a “knowledge leader”
(individual contributor role) or as a “people leader” (manager role). You can develop
your career on either track, increasing your responsibilities, competencies and
financial rewards.

Leadership Programs and Training

Please describe the leadership/development programs.
Provided you have been in a position for a reasonable period of time, Oracle
encourages you to explore opportunities for change and advancement. The amount
of employment time considered to be a reasonable period varies by organization and
job but generally ranges from one to two years. People transfer constantly to new
projects. Both you and Oracle benefit from challenges to your intelligence and
creativity.

CAREER
248 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Oracle Corporation

What impact does the program have on the candidates’ career path?
Your employment at Oracle will open up a world of educational opportunities for
you. Oracle offers its employees a wide variety of technical, professional and
personal development courses through a number of learning media.

What type of resources does Oracle provide to help employees in their career
development?
• The Oracle Channel—Interactive courses are televised locally eight to twelve days
each month. The Oracle Channel provides a training and communication
environment that is both effective and time efficient. With Oracle’s live and
interactive satellite broadcasts, Oracle customers throughout North America and
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Europe receive the benefits of training without the expense and downtime of
traveling to a traditional training site.

The Oracle Channel is an interactive television network delivered using satellite

technology from studios in Bracknell, England, and various locations in North
America—and received at more than 100 locations. The network is used for
technical training courses and Oracle product launches. Interactivity is achieved
via an interactive audience response system. Each attendee has an individual
keypad with an integrated microphone plus a call button which is linked directly
back to the lecturer using telephone lines.

The lecturer is thus able to question delegates by means of multiple choice

questions, true/false, yes/no questions—and receive instant feedback. Individuals
gather conveniently in comfortable interactive classrooms located close to home
and office and interact live through voice, video and data with instructors and other
participants. The result? A higher level of learning and retention, more
economically and efficiently delivered.

• Educational reimbursement options—Oracle supports continuing education as part

of employee training and development. Generally, Oracle will reimburse for job-
related training up to $5,250 per calendar year, provided that you receive grades of
“B” or better. The company may also reimburse for courses you take in work-
related subjects that meet business needs.

• Stanford Instructional Television Network—Oracle works closely with the

Stanford Instructional Television Network (SITN), a distance learning program
that has flourished at Stanford for more than 30 years. Many Oracle employees
participate in classes through this network.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 249
 Vault Guide to Management and Leadership Development Programs
Oracle Corporation

The SITN program is offered for the school of engineering and allows students to
participate in the engineering program via video conference classrooms on site at
Oracle headquarters. Students can ask questions or otherwise interact with the
instructor, teaching assistant and/or other students asynchronously from their
desktop computers.

The program enables full-time regular employees to continue building engineering

and business skills and to complete advanced degrees. The SITN program follows
the same rules as all other continuing education, which means that you may enroll
in SITN and apply for reimbursement of program tuition and incidentals.

More than 200 Stanford courses are available through SITN to Oracle employees
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

each year. Courses may be taken by Oracle-sponsored students admitted into the
MS degree program (honors co-op program), on a class-by-class basis, or by
auditors.

What are other training programs in place that help your employees in their
career development?
• Oracle product training—Technical training for all current Oracle product
offerings is available in a number of formats. Instructor-led classes are taught in
Oracle Education Centers throughout the Americas. The Oracle Channel delivers
a series of regularly scheduled interactive satellite broadcasts on Oracle product
training at headquarters, field offices, education centers and third party sites.
Course-in-a-Box is up-to-the-minute video-based training for new products, new
releases, and product overviews. More than 300 CBT (Computer-based training)
programs are available via the Oracle University virtual campus, a web-based
learning system.
• Related technologies training—Related technologies training courses include Java,
Linux, J2EE, SOA, Grid, RAC, Fusion and much more.
• Product development training—A number of classes specifically developed for
Oracle Product Development organizations are available for Oracle developers.
These include: technical foundation, architecture, coding technique, kernel and
internals classes.
• Consulting training—Exciting, information-filled classes specifically developed
for Oracle Services are available for Oracle consultants. These include: Oracle
product consulting bootcamps, consulting skills workshops, proposal development
workshops, project management training, Oracle Method courses, and technical
training for products such as Project Workbench.

CAREER
250 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Oracle Corporation

• Support training—The Worldwide Support organization delivers a complete

schedule of classes exclusively for its employees to develop product and customer
skills.
• Sales training—Sales skills, product sales and positioning, and business practices
training programs are available for sales reps and sales consultants.
• Management training—The Oracle Management Training curriculum offers
courses for both new and experienced managers. Course titles include: The Oracle
Manager, Leadership Forum, Managing within the Law, Coaching for Sales
Managers, Leading Teams, Targeted Selection, Performance Management, and
Managing Change.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 251
 OSRAM SYLVANIA
100 Endicott Street Leadership Program Contact
Danvers, MA 01923 www.sylvania.com/AboutUs/Careers
Phone: (978) 777-1900
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Leadership Programs and Training

What are the programs called?
• Business Management Institute
• Babson College Consortium for Executive Development
• Program for Emerging Professionals

What is the duration of the programs?

• Business Management Institute—two sessions of ten days each, conducted over
six months
• Babson College Consortium for Executive Development—two weeks
• Program for Emerging Professionals: five sessions of three days each, conducted
over fifteen months

Please describe the leadership programs.

• Business Management Institute is a program offered at Cornell University. BMI
is designed to improve OSRAM SYLVANIA’s manufacturing capabilities and
our leadership bench strength and is designed to increase participant knowledge
and skills in several functional areas important to OSRAM SYLVANIA,
including global supply chains, asset management, new product management,
marketing, manufacturing, strategic development and IT. Employees are invited
by business and functional leadership to attend this program. The program runs
about six months during the year and includes two separate sessions at Cornell.

CAREER
252 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
OSRAM SYLVANIA

• Babson College Consortium for Executive Development is a program designed

to develop general managers for the OSRAM SYLVANIA businesses. The
program runs for two straight weeks. Business management is covered in this
program, beginning with financial and market analysis and working through to
business plan development and implementation. Business and functional leaders
nominate employees to participate in this program.
• Program for Emerging Professionals is a program designed for early-career high
performers with potential for rapid career advancement. The trainings focus on
five areas:

1) Personal reflection and career assessment

Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

2) Interpersonal skills and communication/management techniques

3) Systems thinking and financial methods
4) Dealing with organizational complexity and change management
5) Project management and business simulation

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 253
 Procter & Gamble
One Procter & Gamble Plaza Leadership Program Contact
Cincinnati, OH 45202 E-mail: [email protected]
Phone: (513) 983-1100
Fax: (513) 983-4967 Website: www.pg.com/careers
www.pg.com

Locations
Cincinnati, OH (HQ)
US: 30 manufacturing facilities in 21
states.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

International: Products sold in 180

countries; operations in 80 countries
including 27 global technical centers
in 12 countries.

Defining Leadership
How does your company define leadership?
This is very important to the company such that it has embarked on extensive
research to understand what P&G people do when they’re at their best. We looked
at the characteristics that have historically driven P&G growth. We looked outside
the company, as well as at external and business trends shaping the marketplace and
at what other best-in-class companies do to stay in the lead. We distilled all that we
learned into three basic ideas that describe the competitive advantage of P&G people:

• The Power of P&G Minds: This is the company’s ability, grounded in genuine
respect for P&G competitors, to out-think, out-invent and out-play the best
competitors over time for the benefit of consumers. This speaks to our collective
intelligence, our ability to create for profit and competitive advantage and our
ability to become masters of our business, organizations and professions.
• The Power of P&G People: This is the competitive advantage that P&G’s people
and people-systems create when they work together. It’s the power of one and
value of all. This speaks to creating an environment that fully leverages our
employees’ talents.
• The Power of Agility: This is P&G’s ability to be fast, flexible. Responsive and
versatile in a complex and rapidly changing business environment. The company’s
creates competitive advantage when it is turned in to the world around us, when we
truly understand our customers, consumers, stakeholders, competitors and

CAREER
254 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Proctor & Gamble

employees, and when our employees apply this knowledge to build the business
and the organization.

Leadership Programs and Training

P&G leverages leadership by providing several training opportunities to our
employees for professional and personal growth. We work hard to attract, recruit,
retain and develop talented people. We are a promote-from-within company, and our
intent is to develop all employees to their full potential through on-going support
systems such as:
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Leadership “training” starts with each employee being empowered and provided
with high levels of leadership responsibility with their individual workplans. This
“action learning”—developing leadership skills in real life work situations to solve
critical business problems—is at the core of P&G’s leadership development and
supported by other training to build leadership skills.
• Career discussions, performance appraisals, assignment plans, transfer and
promotion plans.
• Mentoring to provide formal support and guidance, in addition to coaching and
training provided by each employee’s direct manager.
• Formal and informal network support groups that have existed at different sites for
a number of years.
• Join-up programs for minorities at the corporate level and in functions as well as
external organizations.
• Access to a wide range of electronic conferences and networking communities.

These basic ideas have been translated into the training and development that our
employees receive through their career. We believe in the continual education and
development of people at all levels in the company. Even our most senior leaders
participate in learning events to sharpen their skills. And most of our courses are
taught in-house by experienced P&G line managers. Some examples are below:

Professional Growth/Training:
• Classroom training—P&G is committed to helping its employees create mastery in
all that they do. At our headquarters, training takes place in the John Pepper
Learning Center that was opened on June 1, 2003 or in the Pavilion Training
Center. Employees receive formal training, on-the-job training and coaching from
management. These classes reinforce the company’s key skill areas including
leadership, solutions, innovation, risk taking, collaboration, capacity and mastery.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 255
 Vault Guide to Management and Leadership Development Programs
Proctor & Gamble

P&G’s “virtual university,” RapidLEARN, enables employee’s worldwide

immediate access to online training which has been designed to increase skills and
support career development. There are over 6,000 learning items and 2,600 of them
are web-based training that can be taken at an employee’s convenience from their
laptops. These courses cover a wide variety of subjects including: corporate
competencies identified to help all employees succeed, interpersonal skills,
technical mastery, personal computing, diversity, and regulatory and safety
standards for plant personnel. The participation rate in year one was 5 percent; year
two was 15 percent, and now in year four over 50 percent. P&G was recognized by
Saba, Inc. with the Saba Customer Award in the category of Highest Measurable
Impact.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Global English—offered worldwide, teaches English as a second language. Global

English offers 700 hours of learning and supports 10 languages through the
RapidLEARN system.
• On-the-job training—This occurs because of the relationship built between the
manager and direct report, and is seen as key to success for each employee. On-
going dialogue helps the employee grasp new concepts, learn new skills, and
understand expectations for his or her role.
• Mentoring—At time of hire, every employee receives the option of being assigned
a formal mentor. Often, besides the formal mentor, the employee finds and
unofficial mentor(s) with whom he/she relates on an ongoing basis. P&G believes
that mentoring strengthens the individual as well as the organization and is an
essential part of sustained growth.
• Mentor-Up—A unique mentoring program of “Reverse Mentoring” to build
awareness of issues facing women and building positive relationships by providing
male and female upper management with junior women mentors.

Personal Growth/Training:
The following courses are offered at the John Pepper Learning Center and in other
training centers around the world.

• “Time Management”—this is a course licensed from Franklin Covey that deals

with taking control of your calendar, discovering your values and mission, and
setting long and short term goals.
• “7 Habits of Highly Effective People”—this Franklin Covey course will help
increase productivity by focusing on priorities/accepting responsibility, increasing
collaborative relationships and improving decision-making, innovation and
problem solving capabilities.

CAREER
256 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Proctor & Gamble

• “People and Communication Skills”—this in-house course helps develop their

verbal communication and influencing skills in one-on-one situations to improve
personal effectiveness in building productive working relationships.
• “Assertiveness Appropriate Behavior for Maximum Results”—this in-house
course helps employees develop strategies at all levels within the organization. It
uses a personal profiling system to learn effective techniques to help employees
manage their greatest interpersonal challenges.
• “Leadership and the Business of Thinking”—this course uses the Hermann
International “whole brain model” coupled with the Brain Dominance Instrument
to develop skills that will help individuals identify how they and others think and
process ideas.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

What percentage of your most senior leadership was produced from within
your company?
More than 99 percent of senior leaders were produced from within the Company.

Who are some notable alumni that have come out of your company’s
leadership training/program(s)?
The majority of individuals within P&G have been trained and promoted from an
entry-level position. For example, Tami Jones joined P&G in 1994 as an A level
administrative assistant in marketing. From there she was able to grow capabilities
and skills which enabled her to be promoted seven times within 13 years. She is now
an associate director in external relations with responsibility for communications in
the corporate marketing function, reporting directly to Jim Stengel, P&G’s global
marketing officer.

Other notable P&G alumni have gone to be highly successful outside P&G. Current
list of notable P&G alumni includes over 120 current and former CEO’s/Chairman,
including the current CEO’s of GE, Microsoft, Ebay, Clorox, Intuit, etc.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 257
 Vault Guide to Management and Leadership Development Programs
Proctor & Gamble

Leadership Program Stats

Below are the demographics of our company’s management for each demographic.

(Numbers as of 11/30/2007)

2007 2007 2006 2006

(Total US (% total) (Total US (% total)
Enrollment) Enrollment)
Male 22,540 58.3 22,875 58.7
Female 16,120 41.7 16,100 41.3
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

African American 4,093 10.6 4,129 10.6

Hispanic/Latino(a) 1,668 4.3 1,615 4.2
Asian American 1,374 3.6 1,341 3.4
Native American 142 0.4 145 0.4
Caucasian 31,040 80.3 31,424 80.6
Other 344 0.8 321 0.8
Unknown Gender 1

Internal promotion rates for the past two years have been over 45 percent. More
specifically, women have received 45 percent of the promotions over the past two
years and minorities have received over 22 percent. Women make up over 37 percent
of the U.S.-based population within P&G and minorities make up over 21 percent of
the U.S.-based population within P&G.

Going Forward: Plans for Leadership Expansion

Does your firm have any plans for future leadership development programs,
either formal or informal?
Yes, P&G is constantly training and developing employees to their full potential. The
training program will continue to exist and have an impact on employee’s career
goals. By continuously evaluating and considering different training opportunities
P&G will continue to develop future leaders of the company.

CAREER
258 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Proctor & Gamble

Recognition
• No. 2 in Fortune Magazine’s 2007 global ranking of Top 10 Companies for
Leaders. Editors cited P&G for hiring managers with “in touch” and leadership
capabilities and nurturing those strengths through training and development
• Chief Executive Magazine ranked P&G No. 2 for the Best Companies for Leaders
for producing leaders. This is the second year in a row P&G ranked at the top of
the list. The article credits our consistent placement as a leadership company with
our ability to create, “action learning”—the concept of developing leadership skills
in the context of the work situation to solve mission-critical business problems.
• P&G was recognized by Saba, Inc., which is a learning management system
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

contracted by P&G with the Saba Customer Award in the category of Highest
Measurable Impact.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 259
 Pratt & Whitney
400 Main Street The Stats
East Hartford, CT 06108 No. of employees: 38,442
Phone: (860) 565-4321 Revenue: $12.1 billion
www.pw.utc.com
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Leadership Programs and Training

What is the program called?
The Leadership Development Program (LDP) Associates.

What is the duration of the program?

24-month rotational program.

Please describe the leadership program.

Through this program, graduates with at least five to seven years of work experience
will develop a depth of knowledge and experience within the various business units
and functional disciplines at Pratt & Whitney. The Leadership Development
Program is an exceptional opportunity for MBA graduates aspiring to become a
General Manager in a manufacturing environment. LDP Associates will do three
eight-month rotations to drive for real results and contributions.

During each assignment, the LDP associate will receive performance appraisals and
developmental opportunities. Depending on individual performance, the LDP
associates may have the opportunity to attain a management-level position upon
conclusion of the program.

CAREER
260 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Pratt & Whitney

Sample Tracks:
Operations
Finance/Strategic Planning
Supply Chain Management

Qualifications of the candidate:

• MBA
• Five to seven years of experience
• Demonstrated leadership and interpersonal skills
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

This information is taken from publicly available sources.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 261
 Sears Holdings Corporations
3333 Beverly Road Leadership Program Contact
Hoffman Estates, IL 60179 www.searsholdings.com/careers
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Leadership Programs and Training

What is the program called?
The Senior Leadership Program.

Please describe the leadership program.

The Senior Leadership Program is designed to recruit highly talented MBAs from top
universities and develop them into our future leaders. SLP members should be hands
on, detailed and analytic. This prestigious program provides unique career
opportunities and exposure to the day-to-day challenges and decisions making
processes of our executives. The MBAs are hired as “cohorts” and are champions of
innovation initiatives and catalysts of change. SLP members work on major strategic
initiatives for the company.

Our vision is to attract highly talented people to Sears Holdings and develop them
into our future leaders. Candidates will report directly to a senior executive. Position
will provide unique career development opportunities and exposure to the day-to-day
issues and decision-making processes of senior management. Successful candidates
will be presented with the rare ability to shape the future of a Fortune 50 company
and will be empowered to create value across Sears Holdings.

CAREER
262 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Sears Holdings Corporations

What are the goals of the program?

• Develop close partnership with senior executives to help them fulfill their existing
responsibilities as well as develop and define their future priorities
• Champion innovation projects and lead new ideas from inception to execution
• Serve as organizational change agents

Qualifications of the candidate:

• Entrepreneurial: energetic and innovative; can lead new initiatives from idea
generation to execution, develop business models, drive action plans to
completion, and report results and earnings
• Analytical: must enjoy gathering and digging deeply into data to identify issues
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

and solve problems

• Strong work ethic: self-starter able to demonstrate strong proactive approach and
self-initiative; tenacious
• Positive attitude: commitment to self-improvement and excellence
• Strong business acumen: strong financial, strategic, operational and leadership
skills; ability to understand business models and key drivers quickly
• Communication and interpersonal skills: confidence to interact with senior
management and maturity to succeed through teamwork; willingness to learn from
and coach others; ability to build strong relationships both internally and externally
• Organizational skills: ability to manage projects and work effectively under tight
deadlines
• Focused on results: willingness to do what it takes to get the job done right

This information is taken from publicly available sources.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 263
 Southwestern Company
2451 Atrium Way Leadership Program Contact
Nashville, TN 37214 Lee McCroskey
Phone: (615) 391-2500 Director of Sales Development
Fax: (615) 391-2703 Phone: (615) 391-2767
www.southwestern.com Fax: (615) 391-2703
Location E-mail: [email protected]

Nashville, TN Trey Campbell, APR

Director of Communications
Phone: (615) 391-2801
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Fax: (615) 391-2703

E-mail: [email protected]

Defining Leadership
How does your company define leadership?
Leadership at Southwestern can be defined as setting the pace for excellence, leading
by example, having a contagious attitude and not being afraid to fail. One must study
hard, work hard and be coachable. The leaders at Southwestern are not the type of
who score a touchdown and do a big dance, they just hand the ball to the referee
because they know they can do it again.

Leadership Programs and Training

What are the training sessions called?
Numerous and various training sessions. From how to manage an organization to
learning leadership qualities.

What is the duration of the training programs?

Each one is 45 to 90 minutes.

Please describe the training programs.

Southwestern student managers undergo training to lead other students to run a
summer business. They are trained in how to listen, motivate and promote success
traits. They rotate in a scheduled set of courses during a period of training. They are
also taught how to build teams and execute recruiting and sales initiatives at a high

CAREER
264 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Southwestern Company

level of success. All programs promote what the most successful students and proven
leaders do to be successful.

Describe how your program(s) differ at different levels of leadership.

The higher the exec or sales manager, the more detailed and advanced the training.

What are the goals of the program?

To prepare the employees and students for success with their summer business,
Southwestern or for their career path.

Who is eligible for the program?

Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Undergraduate students, graduates, first year MBAs, MBA grads, first-year law
students, second-year law students, law school graduates, other grad school students,
entry-level employees, etc.

Does the program have a special recruiting relationship with particular

universities/colleges/ grad programs?
Yes, nearly 400 worldwide. The list is proprietary.

How many people are accepted into the program annually?

Around 3,000.

How do you identify leadership qualities?

Leadership can be defined as results-oriented. Those who make great leaders are able
to listen to those who have achieved great things and apply it to their particular
situation or goals. Those who are hard workers, results and goal oriented have a
bright future.

What impact does the program have on the candidates’ career path?
Large income potential, multiple job offers, opportunity to be placed in numerous
companies upon graduation, great resume material, experiential education, learn life
skills: communication, attitude, goal setting, schedule, etc.

Are there additional benefits and compensation that are tied in with these
leadership programs?
If applied, they can be very lucrative.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 265
 Vault Guide to Management and Leadership Development Programs
Southwestern Company

If you do not have a formal leadership development program, please explain

how you incorporate leadership training and development in your career
management plan.
Job shadowing, mentoring, sharing of success stories and information, phone
schedules, motivational e-mails, scheduled meetings and seminars,

What percentage of your most senior leadership was produced from within
your company?
100 percent.

Who are some notable alumni that have come out of your company’s
leadership training/program(s)?
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Rick Perry, Texas governor; Marsha Blackburn, U.S. congresswoman, Tenn.; Max
Lucado—best-selling Christian author, Kenneth Starr, dean of law Pepperdine
University, Whitewater special prosecutor; Ronnie Musgrove, former Miss.
governor; Jeff Sessions, U.S. senator, Ala.; many, many more ...

Going Forward: Plans for Leadership Expansion

Does your firm have any plans for future leadership development programs,
either formal or informal?
Yes, we are always looking to add items and make what we have better.

Recognition
Please list any awards or recognitions your leadership programs have received,
as well as any commendations that the company has received for leadership.
• Education for Life Award—Direct Selling Association (DSA)
• Two DSA Hall of Fame Awards
• Pinnacle Award—United Way
• Circle of Honor—United Way
• Numerous Public Relations Awards

CAREER
266 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Southwestern Company

Additional Information
Southwestern Company is the nation’s oldest direct selling company. While
established in 1855, we have assisted college students since 1868 in running their
own sales business to help offset their educational expenses. Southwestern student
dealers selling our products learn life skills and success principles that help them in
whatever their career path may choose. Southwestern also has a business incubator
program that helps students who are recommended by their sales manager start a
business. Currently, there are 17 businesses that range from insurance and financial
services to fundraising and publishing and more. Southwestern also has two career
counselors on staff to assist graduating students with resumes, career advice and
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

interviewing tips. Students can be placed in any of our own companies or in other
top companies that are attracted by Southwestern-trained students.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 267
 Sprint Nextel
6200 Sprint Parkway Leadership Program Contact
Overland Park, KS 66251 www.sprint.com
Phone: (703) 433-4000
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Leadership Programs and Training

What are the programs called?
• Sprint Internship Program
• New College Hire Development Program

What is the duration of the program?

• Sprint Internship Program: summer
• New College Hire Development Program: two-year program

Please describe the leadership/development program.

• Sprint Internship Program: As a Sprint intern, you will take on meaningful work
assignments and contribute to your team’s success. Your manager can help you
strengthen your talents to achieve your career goals.

Put your education to work. Develop new skills. Gain real-world experience. These
goals can be obtained through the Sprint Internship Program. Sprint hires interns
based on education, experience and our business needs.

Our typical hiring time line for Interns is September to February of each year for
the following summer.

• New College Hire Development Program: Some of our college hires will have the
opportunity to participate in the New College Hire Development Program

CAREER
268 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Sprint Nextel

(NCHDP). This program will give you a quick start and solid foundation toward
your future development at Sprint.

This two-year program is to retain and develop the most talented, qualified and
diverse college students who fulfill the current and future needs of the organization.
We provide NCHDP hires with a breadth of exposure across Sprint regarding
people, process, functions and culture.

Participants in the NCHDP:

• Develop leadership and business skills
• Obtain job-specific training and education
• Quickly acclimate to Sprint and the telecommunications industry
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Accelerate learning curve and job performance

• Develop cross-divisional relationships and build a solid network at Sprint

What opportunities do the programs provide?

Sprint Internship Program: Plus, Sprint provides opportunities for you to meet
company leaders and learn the business of our business. Of course there’s time for
fun, as Sprint offers social and networking activities too.

New College Hire Development Program: We offer full-time positions in various

fields including engineering, computer information systems, finance, general
business, accounting, computer science and product development to name a few.

This information is taken from publicly available sources.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 269
 Thomson Reuters
3 Times Square Leadership Program Contact
New York, NY 10036 Laura McKail
Phone: (646) 223-4000 Manager, Management Associates
Fax: (203) 539-7776 Program
www.thomsonreuters.com One Station Place, Metro Center
Locations Stamford, CT 06902
Phone: (203) 539-8317
New York, NY (HQ) Fax: (203) 539-7776
Ann Arbor, MI • Boston, MA • E-mail: [email protected]
Carrollton, TX • Chicago, IL • Dexter,
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

MI • Durham, NC • Eagan, MN • Agata Nowicka-Harari

Greenwood Village, CO • Los Early Careers Manager (Graduate
Angeles, CA • Montvale, NJ • Business Programme)
Philadelphia, PA • San Francisco, CA 30 South Colonnade, Canary Wharf
• Seattle, WA • Stamford, CT • London, United Kingdom E145EP
Sunnyvale, CA • Bangalore • Beijing Phone: +44 207 542 3922
• Brussels • Denmark • Frankfurt • Fax: +44 207 5191326
Geneva • Hong Kong • Hyderabad • E-mail:agata.nowicka
London • Madrid • Malayasia • @thomsonreuters.com
Mexico City • New South Wales •
Paris • Poland • Rio de Janeiro •
Rotterdam • Sao Paulo • Seoul •
Singapore • Stockholm • Tokyo •
Toronto • Vancouver • Zurich

Defining Leadership
How does your company define leadership?
Thomson Reuters does not assume there is only one way to be a successful leader.
Rather, Thomson Reuters has identified 10 core competencies that form the
foundation for effective leadership. The core competencies include creating strategic
direction, thinking like a customer, leveraging business acumen, driving innovation,
driving for results, leading change, managing across boundaries, developing talent,
building relationships and acting with integrity. Thomson Reuters’ leadership
development programs provide insight to help leaders identify their strengths, avoid
over-playing their strengths and build skills to continue leading successfully. In light
of Thomson’s recent acquisition of Reuters, the organization’s leadership model

CAREER
270 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Thomson Reuters

continues to adapt and evolve to future global trends, including globalization and
innovation.

Leadership Programs and Training

What is the program called?
The Management Associates Program (MAP).

What is the duration of the program?

Two years, consisting of four six- to nine-month rotations.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Please describe the program

The Thomson Reuters Management Associates Program (MAP) is designed to find
the best management talent and develop that talent to become future leaders of the
organization. A selection of only top candidates allows this rotational program to
combine challenging assignments with a high degree of personalization.

MAP is a two-year rotational program broken down into three or four assignments,
each lasting six to nine months. MAP provides the rare opportunity to work closely
with Thomson Reuters executives, while experiencing life at our corporate office and
within our individual business units. The assignments are chosen with a view to both
the current business needs and the participant’s own interests and career goals.
Assignments are offered in various disciplines across the business such as finance,
strategy, technology, operations, marketing, customer service and human resources.

As part of the rotational program, associates are exposed to key decision makers and
leaders within Thomson Reuters. There is also a formalized leadership development
component which includes a third-party, external executive coach and quarterly
training sessions.

Executing coaching includes assistance with crafting the associate’s career road map,
executive mentoring and MAP counseling, all designed to improve the success of the
associate’s rotations and to develop strength in leadership capabilities.

Leadership development includes quarterly training sessions with all MAP

associates, ongoing learning modules (active leadership and executive presence,
innovation, resolving conflict effectively and hire right) and executive networking
events with current and past program participants.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 271
 Vault Guide to Management and Leadership Development Programs
Thomson Reuters

MAP associates have the opportunity to work both at the corporate offices and in
business units across the globe.

Describe how your program(s) differ at different levels of leadership.

The Management Associates Program focuses solely on fast-tracking, high-potential,
mid-level careers into management/executive careers. The program develops leaders
over the course of two years so that those individuals may then go into the business
and contribute their leadership abilities at the director-level or higher.

What are the goals of the program?

The goal of the Management Associates Program is to identify high potential talent
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

and develop them into future leaders of Thomson Reuters. Furthermore, to build the
leadership pipeline in functional areas such as strategy, technology, finance,
marketing, operations and product management.

Qualifications of the candidate:

• MBA graduates from top-tier MBA schools.
• Minimum GPA 3.5
• Major concentration in the following areas: finance, strategy, technology or
general management

Other requirements:
• Five years of practical business experience in a large, dynamic, organization
• Strong analytical skills
• Excellent communication skills and executive presence
• Outstanding business acumen
• Demonstrated leadership potential
• Energetic, articulate, mature and ability to adapt in a fast-paced environment
• Highly motivated with superior analytical, strategic and financial capabilities
• Outstanding relationship building and networking skills
• Evidence of a successful track record in finance, technology management and/or
consulting
• Geographic mobility

Does the program have a special recruiting relationship with particular

universities/colleges/ grad programs?
We actively recruit at seven core MBA schools in the United States and have
partnerships with additional schools. Active core MBA schools include: University
of Pennsylvania Wharton, Duke Fuqua, NYU Stern, Columbia Business School,
Carnegie Mellon Tepper, MIT Sloan and the University of Minnesota Carlson School

CAREER
272 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Thomson Reuters

of Management. We have additional partnerships with Yale School of Management

and Vanderbilt Owen Graduate School of Management. While we have a list of core,
targeted business schools, we welcome all qualified applicants.

How many people are accepted into the program annually?

Ten to 15 full-time associates with an MBA.

How do you identify leadership qualities?

Leadership qualities are identified through professional, personal and academic
experiences. In order to assess leadership qualities, we evaluate candidates on their
teamwork experiences, attention to customer focus, ability to drive for results,
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

exposure to managing change and the ability to lead through personal excellence.

What percentage of participants are hired full-time?

Ninety percent of graduates of the Management Associates Program are hired full-
time into a line business of Thomson Reuters. Attrition most often occurs due to
geographic or personal challenges.

Outline some other overall results from the program.

The retention rate for graduated associates of the program is at 86 percent.

Are there additional benefits and compensation that are tied in with these
programs?
All associates receive a competitive base salary, sign-on bonus and annual
performance incentive in addition to standard company benefits. A truly unique and
distinctive component of the overall package for associates is the assignment of a
certified, external, third-party executive coach for two years. The executive coach
focuses on career development as well as personal and professional leadership
competencies.

What percentage of your most senior leadership was produced from within
your company?
Eighty percent of Thomson Reuters’ most senior leadership was produced from
within the company.

Who are some notable alumni that have come out of your company’s
leadership training/program(s)?
Bobby Wilson, an MIT Sloan MBA graduate of 2003, first joined Thomson Reuters
as a summer associate in 2002, working in the office of the CEO at corporate
headquarters. He returned to Thomson Reuters after completing his MBA and

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 273
 Vault Guide to Management and Leadership Development Programs
Thomson Reuters

completed rotations in scientific and health care (Stamford, Conn.), financial (New
York), and then experienced a financial rotation in the London office. Since
graduating from the program in 2005, Bobby has quickly progressed in his Thomson
Reuters career and is now the vice president, finance for Thomson Reuters Global
Resources, a large, high-growth asset management business in Switzerland.

Karyn Folland, a Wharton School graduate of 2003, is vice president, office of the
CEO for Thomson Reuters. The Management Associates Program was a great way
for Folland to transition from consulting to corporate management. During Folland’s
time as an associate she completed three rotational assignments in London, New York
and Stamford. Upon graduating from the program, Folland was placed in corporate
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

as a director in the office of the CEO. She then moved to scientific and health care
and financial as a vice president of client services and marketing before returning to
the office of the CEO.

Steve Perreault, an MIT Sloan MBA graduate of 2003, is a senior director of

operations and infrastructure for tax and accounting. Perreault is responsible for two
lines of business with annual revenues of roughly $25 million. The Management
Associates Program was critical to Perreault’s career progression as it enabled him to
broaden his skill set and fast-track his professional path to an executive position. As
an associate, Perreault completed rotations in financial (New York), corporate
(Stamford, Conn.), and the academic learning business. Perreault’s final rotation in
the program was with tax and accounting which proved to be a mutual fit for a
transition into a full-time role.

Rob Bahash, an NYU Stern MBA graduate of 2001, is vice president, finance in
Thomson Reuters’ corporate Office. Bahash has had a very successful career with
Thomson Reuters launched by rotations in the corporate office (Stamford, Conn.),
financial (New York) and media (Stamford, Conn.). Bahash held several positions
within the financial business after graduating from the program. Before returning to
corporate, Bahash was the head of finance for TradeWeb (financial), the world’s
leading online marketplace for fixed-income securities and derivatives.

CAREER
274 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Thomson Reuters

Going Forward: Plans for Leadership Expansion

Does your firm have any plans for future leadership development programs,
either formal or informal?
We currently have an international undergraduate program geared toward high-
caliber graduates. The Business Graduate Programme (BGP) aims to recruit and
develop an international group of high caliber graduates, who demonstrate leadership
potential and can make an impact in a fast-changing business world. It is truly
international, comprising graduates of over 20 different nationalities. Started in
October 1997, the program currently targets graduates from Europe, Middle East,
Africa and Asia.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

The BGP is predominantly a general business rotational scheme, although we also

welcome candidates with a technology background. Development is achieved
principally by acquiring skills and taking responsibilities “on the job,” interspersed
with formal development, covering both operational and behavioral skills. The
program, which lasts approximately two-and-a-half years, provides managed,
accelerated career development and allows the participants to get a breadth and depth
of experience early in their careers.

Typically, during the program graduates would spend time in three different functions
for periods ranging from six months to 12 months in two to three different countries
or locations. They gain an in-depth knowledge of the clients, markets and products;
experience of dealing with customers in a number of different roles; understanding
of various business channels and models; international and cultural diversity;
experience of marketing, strategic planning and/or project management.

At the end of the program, subject to individual aptitudes, graduates should have the
skills and experience to pursue a number of career paths, including operational front-
line positions as well as roles in corporate departments.

Program requirements include personal attributes and qualities, good interpersonal

and communication skills, as well as consistent achievement of high academic
results, fluency in English and preferably one more major language. Also important
is a proven record of web-literacy and understanding of technology. Preference is
given to master’s degrees in business-related subjects, business administration,
economics, computer sciences/IT, entrepreneurship. Curiosity to learn, innovation
and creativity, good analytical skills, ability and willingness to operate
internationally, to work effectively with people from many different cultures are

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 275
 Vault Guide to Management and Leadership Development Programs
Thomson Reuters

essential, as is keen interest in the financial services sector. Entry to the program is
twice a year in April and October.

Recognition
Please list any awards or recognitions your leadership programs have received,
as well as any commendations that the company has received for leadership.
The Management Associates Program is sponsored and supported by Thomson
Reuters’ chief financial officer, Bob Daleo. From sponsoring associates in their
rotations to developing talent through mentorship and networking, senior executives
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

at Thomson are actively involved in the Management Associates Program.

Company Commendations:
• Network World magazine, “Job Rotation Pays Dividends” article on Management
Associates Program (February 22, 2007).
• West, a North American Legal business, was named one of the “Best Places to
Work in IT” by Computerworld magazine (2006).
• West, a North American Legal business, was named to Working Mother magazine’s
100 Best Companies for Working Mothers list for the fifth time in six years (2004).
• Tom Allchorne, associate editor of the European Venture Capital Journal (EVCJ),
received an award at the seventh annual British Venture Capital Association
(BVCA) Private Equity & Venture Capital Journalist of the Year Awards (2006).
• Frank Nyakairu, a Reuters reporter in Uganda, won a prestigious global journalism
award from The International Center for Journalists (www.icfj.org) in recognition
of his work during 2008 for both Reuters and the Daily Monitor newspaper in
Kampala.

Additional Information
Thomson Reuters consistently drives a high performance culture in which current
objectives are clear and aligned with the business strategy and employee engagement
is high. Thomson Reuters’ leadership development process is based on an in-depth
understanding of the leadership capabilities required to meet the organization’s
current and future growth objectives with the intent of supporting a high performance
culture in which management teams at all levels have broad experience and are fully
engaged.

CAREER
276 LIBRARY © 2008 Vault.com Inc.
 United States Steel Corporation

600 Grant Street Leadership Program Contact

Pittsburgh, PA 15219 Don DiGirolamo
Phone: (412) 433-1121 Manager—Human Resource
www.ussteel.com Development
Locations 600 Grant Street, Room 3317
Pittsburgh, PA 15219
Bellville, TX • Catoosa, OK • E-mail: [email protected]
Chicago, IL • Dallas, TX • Detroit, MI
• Fairfield, AL • Gary, IN • Granite
City, IL • Houston, TX • Hughes
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Springs, TX • Keewatin, MN • Lone

Star, TX • Lorain, OH • Mt. Iron, MN •
Pine Bluff, AR • Pittsburgh, PA •
Tulsa, OK • Chonburi, Thailand •
Hamilton, Ontario • Kosice, Slovak
Republic • Monterrey, Mexico •
Nanticoke, Ontario • Serbia

Defining Leadership
How does your company define leadership?
Effective leadership starts with a clear vision and ultimately the translation of that
vision into reality by establishing an environment where every employee is fully
engaged and encouraged to maximize their full potential. It is motivating a diverse
workforce across a complex network of resources and relationships to achieve
success. We enhance our employee leadership development by providing formal
training and challenging work experiences that utilize the following skills:
Communications, team-building, presentation skills, decision making, accountability
and leadership, delegating, mentoring, strategic thinking and goal setting, managing
risk, change, and innovation, performance management, diversity and inclusion, and
career issues.

Leadership Programs and Training

What is the program called?
Leadership Development Program (LDP)
Management Academy Program (MAP)

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 277
 Vault Guide to Management and Leadership Development Programs
United States Steel Corporation

What is the duration of the program?

• One group attending two six-day sessions (12 days)
• Two groups attending one six-day sessions (six days)

Please describe the programs.

• Leadership Development Program is structured as two intensive six-day group
sessions that enable participants to explore exciting new concepts in leadership.
The session provides participants with the proper foundation for implementing
strategies effectively, including self-analysis. Managers will improve their
strategic capabilities by gaining better understanding of the global economy and
the interrelatedness of functional areas, leadership motivation and values.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Participants will learn to set and execute a strategic agenda, manage cross-
functional teams and projects, manage change and ambiguity, and refine their own
leadership style.

Today’s leaders must orchestrate a complex network of resources and relationships

to succeed in their jobs. The Leadership Development Program is designed to
provide participants with strategic, analytical, behavioral, introspective and
influence skills needed to meet this challenge.

• Management Academy Program is a three-month program of correspondence

study with one intensive six-day group session, held twice annually. The pre-
session study is intended to provide a common base for the lectures by an
outstanding faculty of management experts and USS executives. Course content
includes: social/management styles, the manager’s job, creativity and problem-
solving, marketing, USS personnel planning and appraisal program, effective
negotiating, time and stress management, evaluating financial decisions, and self-
management. The program includes presentations by members of executive
management.

What are the goals of the program?

The goal of our programs is to provide participants with increasingly comprehensive
and strategic capabilities centered on analytical, behavioral and
reflective/introspective skill sets.

Qualifications of the candidate:

• Participants include high potential employees at the manager and director level
with approximately 10 to 15 years of service to the company. Candidates must be
selected for participation in this comprehensive program

CAREER
278 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
United States Steel Corporation

• Participants include high-potential second- and third-level managers, with

approximately four to 10 years of service.

Does the program have a special recruiting relationship with particular

universities/colleges/ grad programs?
Some students have received graduate level credits for attending our Management
Academy Program.

How many people are accepted into the program annually?

• LDP: 40 to 45
• MAP: 90 (i.e. two groups of 45)
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

How do you identify leadership qualities?

Through a review of performance against leadership competencies, which includes a
succession planning process and an annual performance review process.

What percentage of participants are hired full-time?

All training is offered to full time employees only.

Outline some other overall results from the program.

As a company invests in the overall development of its employees, the employees
grow and become stronger, thereby contributing to their professional development
and ultimately the bottom line.

Are there additional benefits and compensation that are tied in with these
programs?
The programs benefit the employee by enhancing their professional growth and
strengthening their skill sets.

What percentage of your most senior leadership was produced from within
your company?
Approximately 86 percent of our most senior leaders were developed from within the
company.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 279
 Vault Guide to Management and Leadership Development Programs
United States Steel Corporation

Going Forward: Plans for Leadership Expansion

Does your firm have any plans for future leadership development programs,
either formal or informal?
Yes. We are revising our Leadership Programs based upon an enhanced set of
leadership competencies. We are also developing new programs at this time which
include greater participation with our European facilities.

Recognition
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Please list any awards or recognitions your leadership programs have received,
as well as any commendations that the company has received for leadership.
U.S. Steel’s commitment to leadership can not only be seen by its very
comprehensive leadership development programs, but also by the leadership and
direction of its chairman and CEO, John Surma. Surma is involved in many
charitable organizations and is co-chair of the Carnegie Library of Pittsburgh’s
current capital campaign, Libraries for LIFE, which has won unprecedented support
from the state of Pennsylvania. He is also a member of the board of directors and
executive committee of the Allegheny Conference on Community Development; the
University of Pittsburgh Katz Graduate School of Business Board of Visitors; The
Pennsylvania State University’s Smeal College of Business Board of Visitors; and
both he and his wife, Becky, co-chaired the United Way of Allegheny County’s
annual fundraising campaign in 2006.

Surma has also won praise for his business leadership. He won the CEO of the Year
award in 2007 from the Pittsburgh Technology Council at its annual Tech 50 Awards
Ceremony. He also received the Gary Memorial Medal from the American Iron and
Steel Institute (AISI) in 2006. The AISI chairman, who was president and CEO of a
competing steel company, commented that he was impressed with Surma’s
leadership on many fronts, including his role in helping to reposition the image of the
North American steel industry and his ability to lead in a collaborative manner that
achieved greater impact for the industry.

CAREER
280 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
United States Steel Corporation

Additional Information
At U.S. Steel, we believe our strength is our people and we continually invest in their
development as outlined above. We also invest in their development while they co-
op and/or intern with us by providing challenging work assignments. All newly hired
employees attend a Management Associate Training Program, which is a four- to six
-month program, where one week a month, our management associates learn about
the company, the steel making process and enhance their communications and other
business-related skills.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 281
 The Vanguard Group, Inc.
P.O. Box 2900 Leadership Program Contact
Valley Forge, PA 19482 www.careers.vanguard.com/pljb/
www.vanguard.com vanguard/vgcareers/applicant/VG/
Locations students_accelerated.shtml

Charlotte, NC
Scottsdale, AZ
Valley Forge, PA
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Defining Leadership
How does your company view leadership?
Vanguard recognizes the importance of sustainable leadership in carrying out its
mission and managing its business efficiently and effectively. From day one,
Vanguard values its diverse employees’ contributions and nurtures their talents. As
they advance in their careers and expand their core competencies, motivated
“crew”—across all levels and business units—become leaders, helping the company
maintain its low-cost advantage for the benefit of all stakeholders.

To continue to lead in the investment management industry, Vanguard is committed

to molding its most talented and ambitious crew members into tomorrow’s leaders.
Vanguard fosters career-long learning through a number of educational resources,
including four specialty programs designed to develop highly motivated recent
college graduates into investment management industry professionals. These
programs seek to enhance the value of Vanguard’s broader leadership position,
providing an additional conduit into the leadership development of the management;
finance; investment analysis, client service, financial planning; and IT functional
areas.

CAREER
282 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
The Vanguard Group, Inc.

Leadership Programs and Training

What is the program called?
• Acceleration Into Management Program (AIM)
• Analyst & Client Engagement Program (ACE)
• Technology Leadership Program (TLP)
• Acceleration into Financial Professional (AFP)

What is the duration of the program?

• AIM: One year.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• ACE: 15 Months.
• TLP: One year.
• AFP: One year.

Please describe the leadership program.

AIM:
This yearlong program, which takes you through a series of hands-on rotational
assignments, was developed specifically to prepare you for a management career at
one of the most respected financial services companies in the world.

Program summary:
• You’ll begin the program with several weeks of in-depth training on Vanguard and
the financial-services industry. For the rest of the year, you’ll participate in
challenging rotational assignments on various project teams, gaining exposure to
and experience with key areas of the company. Following each rotation, you’ll
attend training sessions on a range of topics, including effective leadership,
coaching, financial markets, and project management. You’ll have the support of a
formal mentor who will provide insight and encouragement as you work on
important, real-world business issues.
• You’ll also receive a personalized development plan that you’ll use to measure
your progress. Interactions with senior management will provide opportunities to
show your initiative, drive, and commitment. And you’ll work with extraordinary
colleagues who are committed to helping you build the skills needed to succeed in
a leadership role.
• During the year, you’ll be required to obtain your Series 6 and 63 FINRA licenses.
To help you prepare, you’ll receive a self-paced, independent study program.
• After you successfully complete the rotational portion of the program, you’ll move
into a leadership role as a team supervisor. Your visibility will increase along with

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 283
 Vault Guide to Management and Leadership Development Programs
The Vanguard Group, Inc.

your responsibilities, opening up new opportunities for professional growth. As

your career progresses, you’re encouraged to move throughout the company,
expanding your skill sets and understanding of Vanguard’s business.
• Your hard work and high level of professionalism will be rewarded with
meaningful challenges, accountability, and ample chances to demonstrate your
talents. In addition to a comprehensive “Total Rewards” package, including a full
range of medical, dental, retirement and educational benefits, you’ll enjoy the
work/life balance Vanguard is committed to providing.

We invite highly motivated, enthusiastic graduating seniors with strong academic

records and demonstrated leadership skills to take advantage of this exceptional
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

opportunity. AIM is open to all majors, and liberal arts majors are strongly
encouraged to apply.

ACE:
ACE is a fast-paced, challenging rotational program that prepares you for a
rewarding, long-term career at one of the largest and most-respected financial
companies in the world. The program strives to attract high caliber client relationship
talent to our organization and to develop similar talent from within.

Program summary:
• ACE begins with intensive training that introduces you to the financial services
industry, client-relationship management and financial analysis, and to Vanguard’s
products, services, philosophy and systems. You’ll also prepare for and take exams
to earn your Series 7 and 63 FINRA licenses, which are required for continuing in
the program.
• After your initial training, you will rotate through four different areas over a period
of 15 months. These rotations will expose you to our brokerage, retirement
planning, financial planning and institutional services. You also may gain exposure
to investment analysis departments, such as portfolio review, fiduciary services,
fixed income trading and analysis, and business development. Rotational
opportunities will vary based on business needs and your individual strengths and
interests.
• In each rotation, you will develop a thorough understanding of our business as you
interact with our clients, work on meaningful projects, learn new skills and apply
what you’ve learned to each subsequent assignment.
• Throughout your training, you will take professional development courses at
Vanguard University®, our on-site, award-winning training facility. You also will
have the support of a senior-level mentor and of dedicated colleagues. You’ll work

CAREER
284 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
The Vanguard Group, Inc.

with some of the finest professionals in the financial services industry in an

inclusive, team-oriented environment designed to promote your success.
• During the program, you’ll have the choice of working toward your Certified
Financial Planner™ (CFP®) certification or pursuing your Chartered Financial
Analyst (CFA) designation.
• The ACE program offers you a unique combination of specific business training
and ongoing professional development, both of which build on your current skill
set and prepare you for higher-level challenges. You’ll work hard, and you’ll be
rewarded with meaningful assignments, accountability and ample opportunities to
demonstrate your talents.
• After you successfully complete the program, you will move into a position that
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

launches your career in client services, financial planning, or investment analysis.

While placements are driven largely by business needs, we make every effort to
match you with a business area that will maximize your strengths and meet your
long-term professional goals. After 18 months, you may continue in your position
or pursue other opportunities within the company.
• In addition to a comprehensive “Total Rewards” package, including a full range of
medical, dental, retirement and educational benefits, you will enjoy the work/life
balance to which Vanguard is committed.

If you’re a graduating senior with exceptional quantitative and analytical skills,

excellent communication skills, and a passion for financial services, here’s your
opportunity to train intensively for a career in investment analysis, client service or
financial planning.

Students in all majors, including liberal arts, are encouraged to apply.

TLP:
Vanguard is one of the world’s largest investment management companies, and a
leading consumer of IT services; in fact, roughly one out of every four Vanguard
employees works in IT, and we currently allocate over a third of our operating budget
to IT. We’re firmly committed to keeping our systems at the forefront of technology.

The program provides promising IT talent with a challenging position that focuses on
learning and development.

Program summary:
• Upon your acceptance into the program, you’ll be placed in a challenging position
within one of three areas. In your first year at Vanguard, we’ll provide ongoing

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 285
 Vault Guide to Management and Leadership Development Programs
The Vanguard Group, Inc.

professional development and structured technical training within your field to

help you meet your fullest potential.

• TLP Tracks:
- Application development—If you’re interested in the software lifecycle,
position responsibilities in this track include user interface (UI) design, mid-
tier or host development, requirements analysis, application testing, and/or
application support. Most of our software development occurs in-house, so
you’ll be working on programs with direct applications for our clients.
- Web services—This track is ideal if you want to help create user experiences
for Vanguard’s award-winning web sites. Building web sites requires the talent
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

of a diverse group of people. Our information architects, information designers,

content writers and usability engineers work closely with business teams to
deliver quality capabilities for our internal and external web sites. We take a
user-centered design approach that lets each specialist focus on one area of
expertise while participating on multidisciplinary delivery teams.
- Technology operations—This track is ideal if you want a position in data-
center operations. Responsibilities include supporting technology platforms
through Tier I (broad but not overly deep) or Tier II (a bit deeper) support for
UNIX or the Windows platforms. In addition, there are opportunities in
capacity planning, performance analysis and network operations, or you can
join a team that supports the latest video and voice technologies.
- We’ll make every effort to match you to a role that will maximize your
strengths and meet your long-term professional goals. If you have a strong
preference for a particular track and/or role, please tell us in your cover letter.

• After you join Vanguard, you’ll spend your first two to three weeks in your initial
training, designed to familiarize you with Vanguard while providing you the
technical and professional training needed for your role. No matter which projects
you’re working on, you’ll be matched with a project manager and work with a full
complement of IT professionals who are committed to your professional growth
and development.
• Vanguard is not only a great place to enhance your technical skills, it’s an
incredible place to work. You’ll find yourself in a team-oriented environment
where everyone is clearly focused on shared departmental and business goals.
Vanguard has earned a reputation for stability, integrity and growth opportunities.
• In addition to a comprehensive “Total Rewards” package, including a competitive
base salary and full range of health, dental, retirement and education benefits, you
will enjoy the work/life balance Vanguard is committed to providing.

CAREER
286 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
The Vanguard Group, Inc.

If you’re a graduating senior or have recently completed your master’s degree in a

technology major, you have a strong academic record, and you’re seeking an
unmatched career opportunity, we invite you to find out how TLP could launch you
into an exceptional career.

AFP:
If you’re a highly motivated, hardworking graduating senior with career aspirations
in corporate finance, auditing, and mutual fund operations, Vanguard invites you to
apply for the Acceleration into Financial Professional Program. During this one-year
rotational program, you’ll be part of a team dedicated to supporting and safeguarding
fund and corporate assets. You’ll gain a thorough knowledge of mutual fund
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

operations, and your responsibilities will include providing analytical support for
business decision-making and managing business risk.

Program summary:
• Vanguard’s AFP program is designed to develop highly motivated, hardworking
graduating seniors into financial professionals who exhibit the initiative to learn
and grow, and to acquire strong technical knowledge of the company’s financial
division processes.
• You will work within the financial division, whose mission is to safeguard fund
and corporate assets and to provide a variety of value-added financial services to
Vanguard’s businesses and shareholders. You will go through three rotations across
three major areas of the financial division: corporate financial services, which
prepares Vanguard’s financial statements and provides analytical support for
business decision-making; fund financial services, which provides the middle-
office, back-office, and information-management support for all of Vanguard’s
investment products; and internal audit, which seeks to safeguard the company by
working with clients to manage business risk.
• Upon entering the program, you’ll participate in an intensive two-week
introduction to the financial-services industry and to Vanguard’s philosophy and
products. This is also your opportunity to build relationships with your classmates.
• After the initial training, you’ll begin your first rotation. During each rotation, you
and your team will tackle projects that impact our business objectives. You will be
encouraged to contribute your ideas for enhancing Vanguard’s success and
improving existing processes. Between each rotation you’ll continue to develop
your strengths in five-day training sessions. This time will allow you to reflect on
previous rotations and to prepare for a smooth transition into the next one.
• You’ll be fully supported during your one-year journey through the program: In
addition to regular interaction with prior AFP participants, who will offer advice

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 287
 Vault Guide to Management and Leadership Development Programs
The Vanguard Group, Inc.

and guidance, you’ll work closely with a senior-management mentor/coach. Plus,

you will create a self-directed personal plan that will help you achieve your short-
and long-term career goals.
• Once you successfully complete the program, you will begin your challenging and
rewarding Vanguard career in a position within the financial division; positions can
include corporate financial analyst, fund analyst, auditor, and process specialist.
While placements are driven largely by business needs, we will make every effort
to match you to an area that will maximize your strengths and meet your long-term
professional goals.
• The AFP rotational program builds on your current skill set, preparing you for
continued professional growth. Your hard work will be rewarded with meaningful
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

challenges, accountability and ample opportunities to demonstrate your talents.

• In addition to a comprehensive “Total Rewards” package, including a full range of
health, dental, retirement and education benefits, you will enjoy the work/life
balance Vanguard is committed to providing.

Qualifications of the candidate:

AIM:
• Bachelor’s degree in any major.
• Cumulative GPA of 3.0 or higher
• Effective leadership, communication and problem-solving skills.
• Ability to work well independently and as a part of a team.
• U.S. citizenship or lawful permanent resident status (necessary for consideration).

ACE:
• Bachelor’s degree in any major.
• Cumulative GPA of 3.0 or higher.
• Excellent interpersonal, communication, and relationship-building skills.
• Knowledge of math, statistics, and technical programs, such as Excel and Access,
or the ability to learn this information quickly.
• Interest in learning about, discussing, and/or analyzing investments.
• Strong analytical skills.
• Ability to manage multiple tasks, set priorities, and adapt to a dynamic work
environment.
• Ability to work well independently and as part of a team.
• High degree of enthusiasm and motivation.
• Professional demeanor, maturity, and sound judgment.
• U.S. citizenship or lawful permanent resident status (necessary for consideration).

CAREER
288 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
The Vanguard Group, Inc.

TLP:
• Graduating students with a bachelor’s or master’s degree with a concentration in
computer science, computer engineering or related technical/engineering
discipline; or recent graduates with up to two years of IT-related experience and a
bachelor’s or master’s degree with a concentration in computer science, computer
engineering, or related technical/engineering discipline.
• Cumulative GPA of 3.0 or higher preferred.
• Effective analytical, communication, leadership, and problem-solving skills.
• Ability to work well independently and as part of a team in a dynamic
environment.
• Professional demeanor with clients, colleagues, and management.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• U.S. citizenship or legal permanent resident status (necessary for consideration).

AFP:
• Bachelor’s degree with a concentration in finance, accounting or economics (with
a focus on finance).
• Cumulative GPA of 3.0 or higher.
• Effective communication, analytical, leadership and problem-solving skills.
• Ability to work well independently and as a part of a team.
• U.S. citizenship or lawful permanent resident status (necessary for consideration).

Additional Information
Acceptance into all our programs is contingent on a successful drug screening. We
maintain a smoke-free work environment. We are an equal opportunity employer
committed to diversity in the workplace.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 289
 Verizon Communications, Inc.
140 West Street Leadership Program Contact
New York, NY 10007 Margaret Sears
Phone: (212) 395-1000 Director—Leadership Development
www.verizon.com One Verizon Way
Locations Basking Ridge, NJ 07920
Phone: (908) 559-3640
Basking Ridge, NJ E-mail: [email protected]
Multiple locations throughout the US
and internationally.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Defining Leadership
How does your company define leadership?
Verizon defines leadership as the ability and capacity to lead others to deliver the
results we promise for our customers and shareowners.

Leadership Programs and Training

What are the programs called?
• Rotational Development Program (RDP)
• Finance Development Program
• Software/Systems Architect Development Program
• Emerging Leaders Program (ELP = Early Career/1st level leaders)
• Leadership Excellence Program (LEP = Second Level Leaders)
• Development Leadership Initiative (DLI = Second Level Leaders)
• Execution and the Customer Experience (ECE = Director Level)
• Creating Value through the Customer Experience (CVCE = Senior Leaders)

CAREER
290 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Verizon Communications, Inc.

What is the duration of the programs?

• ELP = three days
• LEP = six-month program
• DLI = six-month program
• ECE = one-and-a-half days
• CVCE = two days

Please describe the leadership development programs.

Our leadership development programs target different levels of leaders in Verizon.
Several of our early- to mid-career leadership development programs target the
development of leadership skills through 360-feedback or other assessment tools.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Other programs, such as the rotational, finance and software/systems architect

development programs are designed with rotational assignments to develop business
skills and knowledge. Other programs are designed to align our leaders with
corporate direction and our strategic imperatives, such as execution and the customer
experience.

Describe how your program(s) differ at different levels of leadership.

Verizon has a full range of development programs that address the entire life cycle of
an employee’s development. We have college internships, rotational development
programs for college hires and numerous leadership programs for early- and mid-
career employees as well as many leadership programs for high potential employees.

What are the goals of the program?

Each of the programs has specific goals depending upon the business group and/or
employee targeted. Program goals typically range from skill building, learning the
business, execution, increasing skills and driving for results.

How do you identify leadership qualities?

We have competency models at each job level for the knowledge, skills and
behaviors required for success.

What percentage of the program participants are hired full time?

These programs are only for Verizon employees.

What percentage of your most senior leadership was produced from within
your company?
Ninety-five percent.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 291
 Vault Guide to Management and Leadership Development Programs
Verizon Communications, Inc.

Going Forward: Plans for Leadership Expansion

Does your firm have any plans for future leadership development programs,
either formal or informal?
We continuously update and/or institute new leadership development programs for
our leaders.

Recognition
Please list any awards or recognitions your leadership programs have received,
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

as well as any commendations that the company has received for leadership.
• Ivan Seidenberg—2007 CEO of Year by 24/7 Wall St
• 2005 Best Companies for Leaders—Chief Executive magazine and Hay Group
• 2006 Top Companies for Leaders—Fortune magazine and Hewitt

CAREER
292 LIBRARY © 2008 Vault.com Inc.
 Walgreen Co.
200 Wilmot Road Leadership Program Contact
Deerfield, IL 60015 www.walgreens.com/about/careers/
Phone: (847) 914-2500 retail/default.jsp
Locations
There are over 6,300 stores across
the continental U.S. and Puerto Rico.
As the nation’s leading pharmacy
retailer, Walgreens is experiencing of
one of the most dramatic growth
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

rates in the industry. By 2010,

Walgreens plans to have 7,000
stores open.

Defining Leadership
How does your company define leadership?
At Walgreens, you have the best of both worlds: the training, support and resources
of one of America’s largest retail organizations behind you, plus the encouragement
to be a true entrepreneur. You’ll have the independence to use your own judgment
and make your own decisions—almost like having your own business—with all
resources of Walgreens behind you every step of the way.

Leadership Programs and Training

What are the programs called?
The Walgreens Retail Management Training Program consists of three core modules:

• MGT Development Training Program—the First Step

• Applied Drug Store Management (ADSM)—the Second Step
• Store Manager and Beyond—the Third Step

Please describe the leadership program.

MGT Development Training Program: This program provides new MGTs with the
knowledge and skills they need to be productive members of the store management
team.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 293
 Vault Guide to Management and Leadership Development Programs
Walgreen Co.

The MGT Development training program consists of two sections: basics and
advanced. As an MGT, you will complete the basics during your first four weeks on
the job. Topics covered include opening and closing the store, working in pharmacy,
inventory basics and others.

You will also complete the advanced section once you complete the basics. The
advanced section provides more detailed information on how to manage a store and
includes topics such as positive and constructive feedback, merchandising and
managing store finances.

The MGT Basics courses provide you with the fundamentals of Walgreens store
operations and management. The courses cover the following key areas:
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Communicating with people

• Introduction to store walkthrough
• Completion of MGT Basics
• Running the register
• Management register functions
• Managing Photo
• Inventory—Overview
• Inventory—Ordering
• Inventory—Receiving
• Inventory—Revisions and Resets
• Inventory—Onhand Maintenance
• Inventory—Claims
• Accident management
• Loss prevention—Shoplifting
• Loss prevention—Employee theft
• Loss prevention—vendor theft
• Managing job applicants
• Maintenance assistance
• Changing shifts
• Opening the store
• Closing the store
• Managing diversity
• Ethical issues in the workplace
• Discrimination prevention
• Emergency procedures
• Laws and policies in the workplace
• Supervising tobacco sales

CAREER
294 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Walgreen Co.

• Sexual harassment prevention

• Introduction to Basic Pharmacy Skills
• Practice Basic Pharmacy Skills
• Introduction to Cosmetics
• Introduction to MGT Training
• Controlling your store’s money

When you’ve successfully completed the MGT Basics courses, you’re ready to move
on to the Advanced courses.

MGT Advanced—In this phase, you’ll gain a deeper understanding of and the ability
to manage a Walgreens store. The areas covered are:
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Advanced Pharmacy skills

• Time management
• Performance management
• Store financial condition
• Managing training
• Merchandising
• Advanced inventory
• Store walkthrough advanced
• Completion of MGT advanced
When you’ve successfully completed the MGT Advanced courses, you’re ready to
move on to the second step—applied drug store management—and put your newly
acquired skills to the test as you gain knowledge and understand your ability to
manage.

Applied Drug Store Management (ADSM)—Program Manager: This second level of

our retail management training program will be offered to you if you are an assistant
manager, have successfully completed your Excel! level of training and have been
selected by your district manager as a potential store manager.

ADSM is a seven-day, intensive, interactive training program spaced over a three-

month time period. ADSM consists of classroom and on-the-job activities in:
• Analyzing store operations
• Basic communication skills
• Basic management skills
• Employee selection and hiring
• Handling performance problems
• Orienting and training employees
• Shaping employee performance

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 295
 Vault Guide to Management and Leadership Development Programs
Walgreen Co.

Once you’ve finished your Walgreens retail management training program, you’re
ready to begin your position as a Walgreens store manager. But this is far from being
the highest level to which you can rise at Walgreens. From here you can become a
district manager or even a corporate manager. With the comprehensive training and
knowledge you’ve gained, your future career at Walgreens is whatever you choose to
make of it. When you’ve successfully completed ADSM, you’re ready for even
greater challenges and rewards. You’re ready to become a Walgreens store manager.

How long does it take to become a Store Manager?

That depends on you. Most assistant managers can expect to complete the training
program in two to four years. But when an individual is promoted to manager can be
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

influenced by a number of factors such as:

• How quickly you progress through training. Walgreen Co. does not base
promotions on seniority, but on your performance. Individuals who take
responsibility for their own success are usually promoted quicker.
• The number of store openings in your area. Walgreen Co. will open over 450 stores
this year, but some markets will open more stores than others. If you are in a high
growth market you’ll have more opportunity.
• Your prior experience. Individuals who have prior knowledge through experience
in customer service or management may move more quickly through the training
process.

Qualifications of the candidate:

• With 7,000 stores planned by the year 2010, we need exceptional people. So, if
you’re a motivated, enthusiastic, people-oriented person with a knack for
organization and who thrives in the fast-paced world of retail management, we’d
like to talk to you.
• A college degree is preferred but not required. Walgreens believes in hiring and
promoting based on merit and performance. Very often individuals with a college
degree or prior retail experience will move more quickly through our training
program but there is no requirement for a degree.
• Communication skills, leadership, honesty and the ability to work as part of a team
are key traits we look for.
• A focus on customer service, decision making, problem solving, flexibility,
planning, prioritizing and goal setting are highly desirable.
• We assess each person individually, taking every aspect of that person’s
performance into account.

CAREER
296 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Walgreen Co.

Additional Information
Walgreens is a “promote-from-within” company. Almost all of our store managers
were promoted from the entry-level assistant manager position. We do not usually
“go outside” our company and hire individuals into store manager positions. In
addition, we have never hired an external candidate into an operations district
manager position.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 297
 Whirlpool Corporation
2000 N. M-63 Locations
Benton Harbor, MI 49022-2692 When you join the Whirlpool family, you
Phone: (269) 923-5000 join an international family. With
www.whirlpoolcorp.com products sold in over 170 countries and
facilities in locations from Anaheim,
California to Auckland, New Zealand,
Whirlpool touches virtually every part of
world.

Benton Harbor, Michigan, the site of

Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Whirlpool’s world headquarters and

North America.

Leadership Programs and Training

Please describe the leadership program.
Finance: Our finance group is recognized as a world-class organization, and it’s
more than just crunching numbers. A finance career at Whirlpool partners with
business groups to increase profits and grow Whirlpool’s foundation of loyal
customers. You will help drive smart business decisions, analyze major investments,
improve reporting, and lead forecasting and analysis for major projects and
investments.

Finance responsibilities at Whirlpool range from treasury, corporate planning and

development, corporate accounting and tax functions, to supporting regional
businesses in the areas of sales, marketing, manufacturing and technology and
procurement.

Whirlpool provides you with the tools, the flexibility, and the career direction. You
provide us with the skills, energy, and talent. We will give you training and
opportunities in financial analysis, Six Sigma, Innovation and other disciplines to
improve your skills. We want you to make an impact. If you want the challenge of
supporting a $19 billion company, then look below to discover how to advance your
career at Whirlpool.

CAREER
298 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Whirlpool Corporation

What opportunities does the program provide?

The financial career path allows you to take your career to higher levels. Take a look
at a possible Finance career path:
• Senior leader
• Finance director
• Finance manager
• Lead analyst
• Senior analyst
• Analyst
• Associate analyst
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Qualifications of the candidate:

• Individuals with undergraduate accounting and finance degrees but, preferably,
professionals who either have their CPA/CFAs or MBAs.
• Several years of experience is highly desired.
• Regardless of a candidate’s education or experience, we desire individuals with
integrity and character who will help lead Whirlpool’s global Finance organization
into the future.

Please describe the leadership program.

Brand Marketing: At Whirlpool Corporation, we provide the opportunity to lead
brands that millions of people around the world use every day. As a key member of
our marketing organization, you own the business that focuses on driving customer
loyalty and optimizing shareholder value. You help build brands and innovative
products that win the hearts of our customers, improving their lives.

While pursuing your brand marketing career, you will:

• Deliver business performance (P&L and Market share)
• Position brands
• Understand and translate “Voice of the Consumer” into action
• Develop and execute strategic plans to deliver seamless product launches
• Drive innovation throughout the business
• Market new product features
• Embody Whirlpool Corporation brands in everything you do

What opportunities does the program provide?

A career in brand marketing offers a path that progresses straight to the top for those
with the drive and passion to succeed:

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 299
 Vault Guide to Management and Leadership Development Programs
Whirlpool Corporation

• Brand VP
• Brand category director
• Brand category manager

During your career at Whirlpool, you’ll have the opportunity to drive our value
creation strategy within one of our marquee brands, such as Maytag, KitchenAid,
Whirlpool and Jenn-Air. You will also have the opportunity to gain experience in
other parts of the business to build a foundation of general management skills.

Qualifications of the candidate:

• Experienced, educated professionals with demonstrated thought leadership and a
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

track record of delivering extraordinary results.

• Leaders with MBAs, focusing in marketing or general management who possess
five+ years of progressive responsibility.
• Strong leaders with emotional intelligence who can work collaboratively with
professionals from different functions and who exhibit a high level of analytical
skills.

Please describe the leadership program.

IT/IS: If you think a career in Global Information Systems (GIS) at Whirlpool
involves simply supporting technology with no recognition or career opportunities,
think again. Whirlpool’s IT staff provides integral services that help the business
thrive. Whirlpool needs dynamic leaders, creative thinkers and business-savvy
analysts to get the job done.

Add real value to the business on a daily basis. Here are Whirlpool’s four IT focus
areas:
• Global development: Assess the needs of the organization and develop the
applications that each region needs to keep the business moving.
• Global deployment: Serve Asia, Europe, Latin America and North America
supporting daily operations and technologies each region uses every day.
• Global support: Tackle network and technology infrastructure issues for global
operations.
• Governance: Take ownership of all technical resources, develop GIS talent and
ensure all areas are in security compliance.

CAREER
300 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Whirlpool Corporation

What opportunities does the program provide?

The opportunities for growth in our GIS group include a variety of positions; that
allow both vertical and horizontal career growth. Take a look at a possible path your
career can take:
Director/senior manager
Manager
Lead analyst
Business analyst/technical specialist

Qualifications of the candidate:

• Bachelors degree in MIS, computer science or a related field
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Individuals who like to work in global teams and have a commitment to improving
their skills
• A background in business with significant exposure to information technology and
the ability to recognize how to leverage the two disciplines
• Experience in SAP, Siebel and Lotus Notes software applications or a strong desire
to learn them

Please describe the leadership program.

Human Resources: A career in human resources at Whirlpool means that you are
part of the solution and strategy to transform our business. You will ensure that
Whirlpool’s vision is never hampered by a lack of talent; and global resources are
capable, flexible and allocated in a cost effective manner.

As a representative of the human resources team, you will also drive employee
inclusion and engagement in Whirlpool’s strategies while building customer loyalty
throughout our organization. You will work with Whirlpool’s leadership team to
accomplish extraordinary results and build organizational capability.

What opportunities does the program provide?

Your career can take flight at Whirlpool. The variety of HR roles we offer can take
you from corporate to field locations around the world, all while shaping the future
of our business. The general career path below is just a glimpse of the opportunity
Whirlpool can offer:
• HR senior leader
• HR director
• HR manager
• HR generalist/specialist
• HR associate

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 301
 Vault Guide to Management and Leadership Development Programs
Whirlpool Corporation

• HR assistant
Individuals who work in HR can cultivate and grow in ways they never thought
possible. You can specialize in an area such as compensation, benefits, HRIS, or
talent management or be an integral part of a business unit as a human resource
generalist. There is no part of the business at Whirlpool that HR does not impact.

Qualifications of the candidate:

• HR professionals with an undergraduate degree but preferably, candidates who

have achieved a masters degree in a related field or MBA.
• HR professionals who will not only attract transformational leaders but also be
transformational leaders themselves.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• The ability to engage and develop talent that will drive our organization’s
objectives.

Please describe the leadership program.

Supply Chain: Whirlpool is a great place to both launch and enhance your supply
chain career. We are focused on ensuring that “Every Product is Available
Everywhere, Delivered Everyday.” Our customer centric supply chain strategy
ensures a network and order management environment where our products are
available to trade partners within 48 to 72 hours, with 95 percent order line fill rate
service levels.

Our supply chain organization is a $750 million operation encompassing the entire
order to delivery process for our North American Operations as well as international
transportation. Our distribution network includes managing more than 15 million
square feet of state-of-the-art facilities including 11 factory distribution centers, 13
regional distribution centers, and over 100 local distribution centers. Additionally,
our supply and demand requirements are managed through our sales and operations
planning organization that works intimately with the supply chain organization.

To manage the supply chain processes, Whirlpool is organized around several key
functional areas. These functions develop and execute strategy around critical
business challenges such as maximizing distribution and logistics efficiency,
complying with international trade and customs laws, and facilitating product
allocation and flow planning.

What opportunities does the program provide?

As you gain experiences in the different areas of the Supply Chain, you will also
progress on a career path that looks something like:

CAREER
302 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Whirlpool Corporation

• Senior leader
• Supply chain director
• Supply chain manager
• Supply chain analyst
• Supply chain specialist

Qualifications of the candidate:

• Degrees from top supply chain and engineering universities
• People who possess the ability to manage day-to-day operations as well as think
strategically
• Analytical people who can manipulate and simplify complex data
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• People who can get the job done no matter the obstacle
• Expert computer skills

Please describe the leadership program.

Legal: In a legal career at Whirlpool, you influence every aspect of the organization’s
global business. Within the legal organization, you will drive important initiatives
throughout sales, marketing, technology, procurement, credit, logistics, real estate,
treasury and corporate strategy. Whirlpool lawyers also play a primary role in
reducing financial and legal risks in litigation and compliance activities.

Your thought leadership and legal expertise ensure Whirlpool remains No. 1 in its
industry worldwide. Our legal employees represent some of the best and brightest
minds dedicated to propelling our business into the future.

What opportunities does the program provide?

A career in Whirlpool’s legal team can offer exposure to each segment of the
business. Take a look at this general career pathway to see if it’s a trail you’d like to
blaze:
• General counsel
• Associate general counsel
• Group counsel
• Senior legal counsel
• Legal counsel
• Legal specialist
• Legal assistant

Whirlpool offers lawyers the opportunity to support regions outside the United States
including our European, Asian and Latin American regions. You can also work on
projects outside of the legal function on a temporary basis or as a separate career

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 303
 Vault Guide to Management and Leadership Development Programs
Whirlpool Corporation

track in order to broaden your business knowledge. At Whirlpool, there’s more than
one career path to follow.

Qualifications of the candidate:

• Individuals who have a strong mix of experience, intelligence, integrity and drive
to deliver extraordinary results.
• Professionals with a degree in law, a license to practice law and excellent academic
and legal credentials.
• Candidates with excellent problem-solving skills and the ability to build rock-solid
relationships that help drive results.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Please describe the leadership program.

Manufacturing: At Whirlpool, you’ll be challenged to produce products that meet
and exceed our customer’s expectations for best cost and best quality. Across the
globe, our professionals build and produce a full line of appliances, including
refrigerators, automatic washers, dryers, ranges, cook tops, dishwashers, portable
appliances and more.

As part of Manufacturing operations, you’ll be expected to work as part of a team and

think creatively to improve quality, processes and productivity. Our manufacturing
divisions continually look for ways to delight the customer with improved quality
and value in each of our product lines.

What opportunities does the program provide?

Whirlpool has a rich heritage of being a manufacturing leader in the appliance
industry. Our century-old history of being superior “metal benders” is now being
enhanced with Lean and Six Sigma tools. A career with Whirlpool offers you a strong
manufacturing legacy combined with today’s state-of-the-art techniques for a
rewarding manufacturing operations opportunity. A high-level overview of you
career path might look like this:
• Senior leader
• Division director
• Manager/supervisor
• Technical engineer
• Engineer

Your experiences at one of our manufacturing divisions can build a solid foundation
for a variety of career choices in other engineering, product development or
leadership roles. At our manufacturing divisions, you can also gain experience in
finance, HR, supply chain or procurement. Your options are limitless at Whirlpool.

CAREER
304 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Whirlpool Corporation

There is a challenging career path waiting for you at various locations throughout
North America and globally.

Qualifications of the candidate:

• High degree of knowledge in chosen field
• Passion for delighting the customer
• Engineering degrees (in all areas, but especially mechanical or electrical)
• Leadership skills and potential
• Ability to work with and lead a team

Please describe the leadership program.

Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Sales: As a sales professional, you are the face of Whirlpool to our consumers and
trade partners. You will have opportunities to acquire new business and increase our
existing sales volume in your role as a representative of our company.

At Whirlpool, the responsibility is yours. Drive efforts to increase the sales of the
Whirlpool portfolio of brands, and you will be recognized and rewarded for your
efforts. We need results driven, achievement-oriented professionals who can work
out of their homes and who enjoy living and working in locations across the nation.

What opportunities does the program provide?

From the beginning, Whirlpool puts you on the path for success. Here are just some
of the positions you can grow into at Whirlpool:
• Vice president
• General manager
• Region director/sales director
• Sales division director/market sales manager
• National account sales manager
• Territory/account manager
• Contract sales rep
• Market brand rep

A career in sales also opens the door to positions in Whirlpool brand management,
consumer care or merchandising. We feel strongly that a well-rounded sales leader
will have a multitude of experience across our market operations organization
(marketing, product development, merchandising and operations).

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 305
 Vault Guide to Management and Leadership Development Programs
Whirlpool Corporation

Qualifications of the candidate:

• Professionals who seek out new opportunities, who can manage people and
problems with equal skill and who never settle for less than the best
• Individuals with a four-year college education are preferred
• People who possess the ability to lead, not follow

Please describe the leadership program.

Engineering: If you enjoy being challenged, encouraged and commended by a
global team of diverse professionals, then a career in engineering at Whirlpool is for
you. You’ll have the opportunity to work in areas as varied as product control design,
mechanical systems and structures development, platform creation, electronic
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

application development, embedded controls and software innovation, quality

assurance and customer interaction testing.

You’ll have the opportunity to develop and enhance Whirlpool’s innovative

appliances by focusing on customer research and your own ideas. As your career
progresses, you’ll also have the potential to own large-scale projects and grow into
leadership positions. And, unlike other industries and companies, you’ll be able to
see the results of your hard work in months, not years. Your work will result in
products used in homes around the world. Read on to discover how to begin this
exciting career path.

What opportunities does the program provide?

Become an engine for growth by creating compelling customer solutions. Take a look
at where a career in engineering and product development at Whirlpool can take you:

• Senior leader
• Staff engineer or management
• Lead engineer
• Senior engineer
• Product engineer
• Engineer

Your engineering talents also open the door to careers throughout Whirlpool in
functions such as marketing, sales and procurement.

Qualifications of the candidate:

• Outstanding professionals who make innovative thinking their life’s work.
• Engineers who possess a degree in either mechanical, electrical, manufacturing or
chemical engineering.

CAREER
306 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Whirlpool Corporation

• Beyond the education and experience, leaders with integrity who drive change and
deliver extraordinary results while always focusing on the customer.

Please describe the leadership program.

Procurement: A career in procurement guarantees you will negotiate tough, solve
problems, conduct financial and industry analysis, make decisions and push yourself
and others continuously. But the hard work of a procurement specialist does not go
unnoticed or unappreciated. Below is a list of some of the work Whirlpool
procurement experts perform day in and day out. You’ll soon understand what a
difference these professionals make.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

• Direct materials: Negotiate prices and purchase raw materials or components for
Whirlpool’s products. Ensure our plants continue to run by having the right parts
and materials, in the right place at the right time.
• Indirect materials: Discover ways to decrease costs by finding the best deals on
travel, office supplies, outsourced services and other areas.
• Commodities: Specialize in the buying of commodity materials such as steel,
resins, electronics, and motors that are used in our products.

What opportunities does the program provide?

This fast-paced, rewarding career offers a progressive career path for those who
dedicate themselves every day:

• Senior officer
• VP of procurement
• Commodity/supply base management director
• Commodity manager
• Supply base management manager
• Lead buyer
• Senior buyer
• Buyer
• Associate buyer (entry level)

A career in procurement can also provide you with opportunities to work in other
areas including marketing, sales, manufacturing and supply chain, as well as moving
into different product categories such as refrigeration, fabric care, cooking, cleaning
and air control.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 307
 Vault Guide to Management and Leadership Development Programs
Whirlpool Corporation

Qualifications of the candidate:

• An education that involves business or engineering.
• Individuals with analytical abilities, negotiating and contract law experience,
problem-solving skills and an understanding of basic engineering concepts.
• Creative problem solvers who can handle new issues on a daily basis.

Please describe the leadership program.

Designer and User Experience: If you enjoy creative, challenging design and user
experience projects with a global team of diverse professionals, then a career in
global consumer design at Whirlpool is the next step in your already accomplished
career. You’ll have the opportunity to collaborate with multidisciplinary department
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

specialists as well as with engineering and marketing teams. Each project enables
you to design the full product experience for the customer. Fueled by customer
research and your own ideas, innovation is encouraged as a daily practice. On-the-
job training refines your design and user experience thinking skills, and high volumes
manufacturing means you have the power to positively impact lives with your
decisions. As your career progresses, you’ll also have the potential to work with
different brand organizations and product categories, drive innovation activities,
manage increasingly large teams and deliver on challenging global projects. Every
day brings new challenges and opportunities at Whirlpool, and your ability to work
on interesting and engaging products is only limited by your desire to bring great
products to homes around the world.

What opportunities does the program provide?

Become a creator of growth by designing compelling customer solutions. Take a look
at where a career in consumer design at Whirlpool can take you:

• Vice president
• Director
• Principal and senior management
• Global consumer design lead
• Global consumer design senior
• Global consumer design associate

Your creative talents also open the door to careers throughout Whirlpool in regional
functions such as marketing and sales or into global project teams.

CAREER
308 LIBRARY © 2008 Vault.com Inc.
 Vault Guide to Management and Leadership Development Programs
Whirlpool Corporation

Qualifications of the candidate:

• We look for passionate, consumer-centric professionals who focus on results for
the customer and shareholders. Whirlpool Global Consumer Design professionals
possess a bachelor’s or higher degree from an accredited university in their
discipline, and have a user-focused attitude and progressive view.
• We look for potential leaders who are never willing to be satisfied with the status
quo and believe, through strategic design and user-centered initiatives, Whirlpool
can become a business design-driven organization.
• We look for leaders with integrity who drive change and deliver extraordinary
results while always focusing on the customer.
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

This information is taken from publicly available sources.

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 309
 About the Editor

Won Kim
Won Kim graduated from Rutgers University before the football team became
relevant. He grew up in St. Louis, Mo., and remains an avid fan of its baseball
team. He currently lives in New Jersey with his wife and two boys.

About Vault
Vault is the leading media company for career information. The Vault Career
Customized for: heath Lewis ([email protected]) Career Library - Business Career Centre Online Career Library

Library includes 100+ titles for job seekers, professionals and researchers. Vault’s
team of industry-focused editors takes a journalistic approach in covering news,
employment trends and specific employers in their industries. Vault annually
surveys 10,000s of employees to bring readers the inside scoop on industries and
specific employers.

Popular Vault career titles include

• The College Career Bible

• Vault Guide to the Top Internships
• Vault Career Guide to Accounting
• Vault Career Guide to Biotech
• Vault Career Guide to Consulting
• Vault Career Guide to Human Resources
• Vault Career Guide to Investment Banking
• Vault Career Guide to Marketing & Brand Management
• Vault Career Guide to Media & Entertainment
• Vault Career Guide to Pharmaceutical Sales & Marketing
• Vault Career Guide to Real Estate
• Vault Guide to Technology Careers
• Many more

For a full list of titles, go to www.vault.com

Visit Vault at www.vault.com for insider company profiles, expert advice, CAREER
career message boards, expert resume reviews, the Vault Job Board and more. LIBRARY 311