Coaching Corporate MVPs: Challenging and Developing High-Potential Employees

Overview

Corporate MVPs are the high-achievers in your organization. Onlyfive to ten percent of your workforce, they are the key topperformers who deliver extraordinary value to your business. theycan be an any level in the organization, they produce dramatic andtangible results, challenge the status quo, serve as role modelsfor others, and are team players and talent magnets who attractother high-potential individuals.

The future of your business depends on developing a pipeline ...

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Overview

Corporate MVPs are the high-achievers in your organization. Onlyfive to ten percent of your workforce, they are the key topperformers who deliver extraordinary value to your business. theycan be an any level in the organization, they produce dramatic andtangible results, challenge the status quo, serve as role modelsfor others, and are team players and talent magnets who attractother high-potential individuals.

The future of your business depends on developing a pipeline ofCorporate MVPs, but too often they are not effectively managed ordeveloped. Good management is the key to success in attracting andretaining these high-value performers, but how do you manage themeffectively?

The answer for many organizations lies in coaching andmentoring: creating personalized,individual development plansdesigned to meet the specific needs of high-performingemployees.

Based on an extensive interview study sponsored by RightManagement, Coaching Corporate MVPs focuses on how touse coaching Successfully to develop and challenge your topperformers:

  • How the development needs of MVPs differ from those of othersemployees.
  • How coaching fits into the development needs and plans ofCorporate MVPs.
  • How coaching Corporate MVPs is different from coachingothers.
  • The role of the manger and of HIR in working with coaches andMVPs.
  • When to use coaching and when not to.
  • How to select the right coaches to work with theseindividuals.
  • The coach's experience - what works with MPs, and whatdoesn't.

Extensive interviews with managers, coaches, and HRprofessionals offer up best practices from companies such as GE,Chubb Insurance, MDS, Maple Leaf Foods, Scotiabank, PepsiCoInternational, Procter & Gamble, Rogers Communications, andShell International. Coaching Corporate MVPs gives you thepractical advice and tools you need to develop and retain yourorganization's most valuable performers.

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Product Details

  • ISBN-13: 9780470153123
  • Publisher: Wiley
  • Publication date: 5/27/2008
  • Edition number: 1
  • Pages: 224
  • Sales rank: 1,312,412
  • Product dimensions: 6.30 (w) x 9.00 (h) x 0.90 (d)

Meet the Author

Margaret Butteriss is Senior Vice President, OrganizationalConsulting with Right Management and is the firm's CoachingPractice Leader for the Northeastern Region of the U.S. Margaret isa highly accomplished organization effectiveness, leadershipdevelopment, and talent management professional. She has consultedto leading multi-national companies in many industries in the U.S.,Canada, and Europe, both as a senior management team member and asan independent consultant. She has held senior HR and managementpositions at Shell International in the UK, Shell Canada, OntarioHydro, and Fidelity Investments both in Canada and the U.S.

An accomplished speaker and writer, Margaret is the co-author ofCorporate MVPs: Managing Your Company's Most ValuablePerformers, and the author of Reinventing HR: Changing Rolesto Create the High Performance Organization had Help wanted: TheComplete Guide to Human resources for CanadianEntrepreneurs.

Right Management is the leading global provider ofintegrated human capital consulting services and solutions acrossthe employment lifecycle, offering employee services in four areas:Attract & Assess, Develop, Engage & Align, and Transition.These services help clients maximize the return on investment intheir people, while assisting individuals to achieve their fullpotential. Right Management has a global network of more than 300service locations in over 50 countries and is part of the ManpowerGroup of companies, the leader in the world of work. Partneringwith business and HR leaders at mid-sized and large companies,Right Management has over 3,100 employees, and serves 80% of theFortune 500 and 50% of the Global 1000 companies. More Informationon Right Management is available at www.right.com.

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Table of Contents

About Right Management.

Acknowledgments.

Chapter 1. MVPs and the Talent Crunch.

Chapter 2. Creating the Culture and Framework for TalentManagement.

Chapter 3. The Use of Assessment Approaches and Tools toIdentify and Develop Talent.

Chapter 4. Approaches to Leadership Development.

Chapter 5. Coaching MVPs and High-Potentials.

Chapter 6. Coaching the Failing MVP.

Chapter 7. Organizing External Coaching for the MVP.

Chapter 8. The Role of HR in Coaching and TalentDevelopment.

Chapter 9. The Role of the Manager in Talent Development andCoaching.

Chapter10. Coaching Benefits and the Return on Investment.

Appendix 1. Participating Companies and People Interviewed.

Appendix 2. Assessment Tools and Approaches.

Index.

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