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American Association of Blacks in Energy
33rd Annual Conference
Leadership Development at Southern Company
Marsha Sampson Johnson
SVP Human Resources and Chief Diversity Officer
May 20, 2010
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Premier Energy Company Serving the Southeast
Southern Nuclear
Southern Power
SouthernLINC Wireless
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Attractive Investment
4.4 million customers
#149 on Fortune 500 list
History of sustainable, predictable growth
Strong financial performance
#1 ranked, nine years in a row, electric service provider in
customer satisfaction by ACSI
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Business Results
Southern Style
Competencies
Leadership
Strong Culture
25,000 + employees strong
Long-tenured workforce
Cultural Tenets
Safety & Wellness
Southern Style
Inclusion
2010 Diversity Inc. Top Company
Top 10 Employers for Blacks
One of 25 Noteworthy Companies
2010 Top Military Friendly Companies (9th out of 100)
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Business Results
Southern Style
Competencies
Leadership
Employees: 25,584
Management 3600
Professional 8800
Non-Exempt 5000
Craft Labor 8000
75% male / 25% female
77% non-minority / 23% minority
Average Service: 18 years
Average Age: 46 years
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Leadership Development A Business Priority
Drivers
Industry
Complexity
Changing
Workforce
Culture
of Inclusion
Recruitment &
Retention of Talent
Environmental regulation Infrastructure expansion
Cost pressure
Retirements across all levels of leadership
Multiple generations working together Female & minority representation
Leveraging differences for innovation Changing employee expectations
Increasing rate of change need rapid response
Tightening labor market Realities of a mobile workforce
Todays employees expect development
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Leadership at All Levels
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Development at All Levels
First-Level Managers
Managers of Managers
Executives
Emerging TalentHigh potential identification Talent reviews
Leadership development programs Projects, assignments, job rotations
Internal & external training
Coaching & mentoring
Internal leadership training for new managers
Leadership development programs
Cross-system moves, special assignments/projects
Coaching & mentoring
Senior Leadership Development Program (SLDP) University-based leadership training
Cross-system moves, special assignments/projects
Coaching & mentoring
Leadership training usually university-based programs System assignments
Coaching & mentoring
All Employees Internal & external training (online & classroom)
Tuition Reimbursement Program
Projects, assignments
Coaching & mentoring
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Strong Foundational Skills
- Drive/ambition - Understands organization culture- Strong interpersonal skills - Adapts to change
- Presence - Learns and applies new skills
- Resilience
Future Role CapabilityDemonstrates potential to move to the next leadership level and achieve
expectations.
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Distinguished Performance
-Technically competent- Embraces company values
- Consistently achieves results over time
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Leadership Competencies
Adapting & Responding to Change
Critical Thinking
Deciding & Initiating Action
Entrepreneurial & Commercial Thinking
Formulating Strategies & Concepts
Leading & Supervising
Persuading & Influencing
Planning & Organizing
Relating & Networking
Cultural Competence
Technical Competence
Delivering Results
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MANAGERIAL LEVEL: First-Level Manager
EMPLOYEE: J.K. Sample
Low Low-Mid Mid-Range High-Mid High
COMPETENCIES 1 2 3 4 5 6 7 8 9 10
Adapting & Responding to Change Critical Thinking
Deciding & Initiating Action Entrepreneurial & Commercial
Formulating Strategies
Leading & Supervising
Persuading & Influencing Planning & Organizing
Relating & Networking Blue range is Southern Company benchmark range for first-level manager
Black dots are J.K. Samples actual results
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Career & Development Planning Partnership
DevelopmentEmployee
AspirationsCompany
Needs
Identify whats required Assess current capabilities
Develop plan to close gaps & leverage strengths
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Putting it All Together
Business Results
Southern Style
Competencies
Leadership
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