Once a year individuals receive detailed feedback and an assessment of their behaviours. The individual, selected consults and the leader provide input into this assessment through examples and observations. The review is based on 10 core behaviours at Lion Nathan. They are:
- Lead & develop others - Coach and let go, builds high levels of engagement, achieves through others
- Be authentic - Know what is important to ourselves and our brands. Be true to ourselves and our brands. Highly self-actualised. Internally directed and externally open
- Be open to new ideas and feedback- Everything is open for discussion and review
- Trust people - Trusts the judgement of others and their ability to achieve
- Seek to understand before being understood - Listen and develop deep understanding to add value
- Disciplined thought and disciplined action - Focus on doing the right thing at the right time. Takes a holistic/big picture view of the organisation’s needs. Encourages creative discipline
- Decide and act fast - Take personal responsibility to make things happen, low avoidance
- Keep promises - Do what you say you will do
- Share what we know - Generate and generalise
- Do the right thing for the long term - Build enduring relationships that add value
The purpose of this review is to facilitate open and honest discussion about an individuals development needs, to either help them be more effective in their current role, or to help them build on their behaviours which will make them effective in the next role in their career. The Development Review is looking forward to the future, unlike the Achievement Review which looks at the individual’s achievements over the past 12 months. Development Reviews are also used for succession planning.
The outcome of the development review is a personalised development plan.
Development Plan
An outcome of the Development Review is a personalised development plan for each individual in the business. This focuses on several behaviours the individual wants to build on to either be more effective in their current role or to move onto the next role in their career. The development plan also considers an individual’s role goals, career goals and personal goals. Progress will be tracked in one on ones where individuals meet with their leaders.