King, Forman, Pulichino & Alario talk Leadership at Human Capital Institute Summit

Posted on March 10, 2008. Filed under: HCI Summit, Trends |

Hello, this is Amanda again. Geoff is doing some interviews and collecting some great podcasts so I’m taking a seat in the next leadership session.

Today’s discussion “Talent Transformation Case Study: How the Best is Becoming Better” is being moderated by Allan Schweyer, Executive Director & SVP, Research, Human Capital Institute. The panel includes Dr. Joe King, Chief Talent Officer, ARDEC; Dave Forman, Chief Learning Officer, Human Capital Institute; Joe Pulichino Ed.D., SVP, Human Capital Center for Excellence, Human Capital Institute; Diane Alario, Senior Analyst, ARDEC.

Schweyer introduces ARDEC using the phrasing that describes them best, their acronym.

Respect and Trust
Dynamic Leadership

The Project

In late 2007 ARDEC became the first government agency to win the Malcolm Baldrige National Quality Award. They began a journey in defining, developing and implementing a human capital organization and talent culture throughout the enterprise.

Phase 1 – Talent Maturity Audit and Executive Briefing

Dr King describes the origins of the project. They needed something to give them for their strategic performance that would help them engage the workforce. They worked with people outside of the Human Capital realm in order to work with people that were the real hub of the workforce within companies.

Pulichino’s role in this project was to work with Forman to access the strengths and weaknesses and where to focus their team. They worked to customize the assessment tool that they had. They administered the tool, and over 500 people took the survey and with that information they were able to successfully do a thorough analysis of where they wanted to go with the transformation.

This survey had four primary sources of information that were included in the research:

The Talent Maturity Audit
Focus Groups
Existing Research
Comparative Data

Some of the high priority recommendations that came from Phase 1 were: Enhancing Leadership and Manager Training for First Line Supervisors and Improving Bench Strength  for Key Positions. Some of the longer term recommendations were marketing ARDEC and concentrating on proactive retention programs.

Phase 2 – HCI Courses, Exam and Practicum

Talent Management Development. HCI taught targeted courses. This ended with HCS Designations for 20 leaders in HCMO and 5 three hour certificate courses.

Schweyer adds the bottom line:

ARDEC HCMO and Line Managers bring their talent challenges into the course and work on them, and get the tools they need to practically apply solutions back on the job.

Phase 3 – Line Managers to Talent Leaders

This phase is scheduled to happen March-June 2008. The purpose is to transform 217 Line Managers & Supervisors into talent leaders. Pulichino defines talent leaders as those able to hire, engage, develop and retain talent.

You can visit ARDEC’s Website here to learn more about ARDEC


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2 Responses to “King, Forman, Pulichino & Alario talk Leadership at Human Capital Institute Summit”

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This is great…

When I was a high school teacher (way back in the 90’s!) we had a “character of the month” program going on in our town.

Each month, we’d post one word/term/idea for the students to see and us teachers to talk about. Things like:

Respect and Trust
Dynamic Leadership

This is great that it’s going out in such a wide-spread way.

Thanks for sharing!

Thanks Jason, my thoughts exactly! ARDEC not only exemplifies these characteristics but are making it their mission to spread them!

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