When a high street retail chain wished to develop its store leadership pipeline they involved ReXP in exploring how to produce 100 new store leaders per year
It was clear that the very best store leaders were those with passion for the business and already embedded in the business culture, this along with the cost of recruiting and training new recruits led us to focus on the value of the current management talent pool as a source of future leadership. However, it was also clear that a simple talent assessment process would be unfair without some element of support and development to create opportunities to develop and demonstrate leadership ability as well as great management. Along with a number of proven store leaders we created a 6 month development and assessment programme which took management talent and created leadership potential.
The programme involves an assessment and introduction day to ensure the right people are engaged in the process, followed by 3 two day modules covering the journey from store manager to store leader. Throughout the process delegates complete an in-store project to drive performance in one or two key performance areas and to demonstrate their leadership ability.
The programme is highly engaging and participative, using store simulations, group activity, actors and self-reflection exercises to stimulate personal development and group networking as well as sharing best practice in management and leadership.
The process culminates in a full day assessment process whereby successful candidates become part of the leadership pool for future vacancies. Those not successful are provided with an agreed development plan to continue their development.
The grand finale is the annual graduation event which is a celebration of success with recognition for the most successful projects, an event attended by the senior executives of the business, and one hell of a party. Last year’s event was attended by 115 future leaders.
Over 50 participants have been appointed to leadership roles in the last 2 years.
Participant projects have been shown to add up to 20% on to turnover.
In several cases projects have been shown to add more than 2% on to operating profit
The future leadership pipeline for this growing brand is now very secure, and the programme is now established as the global recruitment process for new store leaders.