training and support
Thomas Penzkofer
The rule of three
Strong support network
and delivery of leadership trainings, specifically addressing
Rabobank's unique position and needs.'
The customised programme focuses on three key areas of
development.
By addressing Leadership Competences, the programme gives
leaders the tools and skills they need to be effective, supportive
and inspiring. The Leadership for High Performance Programme
help teach leaders to inspire excellence and recognise potential
in order to achieve the best results possible through personal,
team and cross-boundary leadership.
Secondly, the programme focuses on the Core Competencies
of Delivering Results, Cooperation and Customer Focus.
'Rabobank's Core Competencies are at the heart of perform
ance objectives,' Penzkofer explains.
Lastly, by developing Leadership Talent for the Future, the
programme ensures that Rabobank will sustain the success and
reputation it now enjoys. 'Rabobank sees its ability to develop
its valued employees as a route to securing a healthy future,'
says Dufoumé.
Participants' feedback proves the programme's success. Says one
participant: 'The training changed the way I relate to people and
the tasks I have to achieve. It has also helped me recognise the
importance of seeking rather than telling, and the importance of
thinking more broadly and seeing the bigger picture.' Another
participant says: 'My manager has also been on the programme.
I notice that he is different. He sees me trying to apply new skills
and it seems to create an atmosphere where we're both trying to
change. He now asks for my ideas and gives more recognition.'
The skills and tools learned at the leadership trainings will
only impact business performance if they can be immediately
applied in the daily work environment. That's why Global HR
has built a strong network of support on all levels.
'Application of the learning is key tothe success of this
programme,' Dufourné says. 'We're also counting on the
strong support from local and regional HR advisors, who will
work with Senior Leaders to anchor the programme in our
daily activities. Together they will ensure proper follow-up of
Personal Development Plans.
'I should stress that this is not simply a series of training courses
that is completed and then left behind. The programme is really
about changing behaviour and taking a new look at how effec
tive our leaders are on a daily basis,' says Dufourné. 'It requires a
long-term commitment to the programme by leadership on all
levels. This will help us build a successful, sustainable business
with strong leaders and engaged employees.
Oliver Wendell Holmes captured this challenge when he said:
"what lies behind us and what lies before us are tiny matters
compared to what lies within us".'
For more information about the Leadership for High
Performance training, visit the Global HR section of Meeting
point, at http://meetingpoint.rabonet.com/
Issue 12 October 2006 The Word 21
