Confectionery giant Cadbury has stepped up its tradition of employee volunteering with the launch this year of a new global leadership development programme.
As part of the programme, participants are coached and put through a “720-degree diagnostic”, which goes further than traditional 360-degree feedback in that it also involves feedback from family and friends. At its core is a five-day learning event where participants provide consultancy to a community partner, such as ParalympicsGB.
“The idea was that we could construct a programme around something meaningful,” James Longwell, global learning and development director, told the CIPD’s annual conference in Manchester. But he admitted that when he first proposed the idea he was looked at “like he had grown two heads”.
The programme was given the go-ahead and seven courses have since been organised across the UK, India, Australia, Ghana and the US.
Historically, leadership development at Cadbury focused on top talent, said Longwell. However, “Leadership for Performance” is aimed at people who are due to make the transition to the company grade that includes posts such as HR director.
“We were finding that people were not well prepared to step into these roles,” said Longwell.
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As part of the programme, participants are coached and put through a “720-degree diagnostic”, which goes further than traditional 360-degree feedback in that it also involves feedback from family and friends. At its core is a five-day learning event where participants provide consultancy to a community partner, such as ParalympicsGB.
“The idea was that we could construct a programme around something meaningful,” James Longwell, global learning and development director, told the CIPD’s annual conference in Manchester. But he admitted that when he first proposed the idea he was looked at “like he had grown two heads”.
The programme was given the go-ahead and seven courses have since been organised across the UK, India, Australia, Ghana and the US.
Historically, leadership development at Cadbury focused on top talent, said Longwell. However, “Leadership for Performance” is aimed at people who are due to make the transition to the company grade that includes posts such as HR director.
“We were finding that people were not well prepared to step into these roles,” said Longwell.