Appendix 3 Competencies of the Executive level
• Entrepreneurship
o Entrepreneurial Risk Taking
Champions new ideas and initiatives.
Identifies new business opportunities and makes them a reality.
Fosters innovation and risk taking.
o Business Situation Versatility
Knows how to size up and meet the challenges of different business situations (e.g., start-up, fast growth, steady state, turn around, close down, merger/acquisition).
Uses financial analysis to evaluate strategic options and opportunities.
o Global Perspective
Keeps abreast of important trends that impact the business or organization.
Understands the position of the business within the global context.
• Drives Change/Innovation
o Champions Change and Innovation
Supports and rewards innovative, long-term, focused solutions to problems.
Seeks out and encourages creativity and calculated risk-taking.
Proactively leads others to initiate and embrace change and develop innovative approaches.
o Innovative Processes
Identifies new opportunities to create lasting value through novel applications of technology.
Focuses on identifying and driving innovative solutions in times of ambiguity.
o Market Innovation
Creates innovative organizational approaches to meet emerging competitive requirements.
Demonstrates innovation and creativity in response to changing business conditions.
• Thinks Strategically o Visionary Insight
Communicates a clear vision for the business or operation.
Defines strategic issues clearly despite ambiguity.
Maintains a long-term, big-picture view.
Foresees and acts upon obstacles and opportunities.
o Shaping Strategy
Develops distinctive strategies to achieve competitive advantage.
Translates broad strategies into specific objectives and action plans.
Aligns the organization to support strategic priorities.
o Seasoned Judgment
Applies broad knowledge and experience when addressing complex issues.
Takes input of key stakeholders into account in making decisions.
Makes quick and approximate, intuitive, or methodical decisions based on situation and nformation available.
• Knows the Business
o Cross-Functional Capability
Keeps abreast of issues relevant to the broad organization and business.
Plans and executes with effective coordination of each organizational function (e.g., marketing, sales, operations, finance, human resources).
Has proven capability in managing across functional and organizational boundaries.
o Industry Knowledge
Is successful in the industry based on experience and understanding of its evolution, customers, and competitive environment.
Understands the position of the organization within the global context.
o Applies Best Practices
Maintains leading-edge knowledge of industry best practices and implements them as appropriate.
Keeps abreast of important trends that impact the business or organization.
Shares learning from successes and encourages the exchange of best practices with colleagues and customers.
• Makes Plan
o Sets Aggressive Goals
Sets and pursues aggressive goals and drives for results.
Executes effectively taking into consideration impact on all stakeholders (customers, shareholders, employees, etc.)
Strategically invests resources to optimize current returns and build future competitiveness.
Demonstrates and inspires a strong commitment to organizational success.
o Financial Acumen
Uses key financial indicators to assess business performance and shape strategic direction.
Understands the meaning and implications of key financial indicators.
Manages overall financial performance effectively.
Leads sound financial processes tailored to maximize business profitability.
o Driving Execution
Assigns clear authority and accountability.
Empowers others with the information and authority necessary to achieve goals.
Integrates efforts across units and functions.
Monitors results and redirects efforts as appropriate.
Tackles problems directly and with urgency.
Shifts from strategy to tactical actions in response to business needs.
• Leadership
o Leadership Style Versatility
Utilizes a variety of leadership roles (e.g., directing, delegating, supporting, teambuilding, coaching) as appropriate.
Adapts style and approach to match the needs of different individuals and teams.
Integrates efforts across units and functions.
o Influencing and Negotiating
Promotes ideas and proposals persuasively.
Communicates effectively to inspire commitment to a common vision and shared values.
Shapes stakeholder opinions.
Works through conflicts positively.
Creates/negotiates win/win solutions.
o Attracting, Developing and Retaining Talent
Attracts, develops, and retains a high potential, high performing, diverse employee base.
Develops individual talent and teams with diverse capabilities.
Accurately appraises the strengths and development needs of others.
Provides constructive feedback.
Develops successors and talent pools.
Wisely invests in human capital and encourages others to do so.
• People Skills
o Building Organization Relationships
Establishes effective working relationship with peers, subordinates and senior management.
Relates to colleagues in a candid, constructive manner.
Seeks and assimilates feedback.
Creates systems to foster communication among teams and individuals.
o Inspires Trust
Establishes open, candid, trusting relationships.
Treats all individuals fairly and with respect.
Effectively balances self-interests with other's interests.
Behaves in accord with expressed beliefs and commitments.
Maintains high standards of integrity.
o Empowering Others
Establishes a shared purpose with team members.
Gives people opportunity and latitude to grow and achieve.
Promotes collaboration and teamwork.
• Values Diversity/Inclusion o Respect and Leadership
Demonstrates and fosters respect for each individual's background, including age, gender, perspectives, physical ability, race, sexual orientation and values..
Views differences in people as opportunities for learning.
Solicits and listens to diverse points of view non-judgmentally.
Demonstrates zero tolerance for bias and discrimination.
Is considered by colleagues to be a champion for diversity.
o Employer Responsibility
Strives to achieve and sustain "employer of choice" status.
Selects, motivates, leads and retains a diverse team.
Works effectively on diverse teams.
Advocates and supports flexibility regarding work/life issues while ensuring high productivity and performance.
Creates an inclusive culture within the organization in which all employees can thrive.
o Business Opportunities
Capitalizes on business opportunities resulting from an increasingly multicultural consumer base.
Incorporates customers' diversity-related issues and agendas into business strategy and decisions.
• Corporate Values/Global Business Practices o Business Ethics
Conducts all business activities with honesty, integrity and fairness consistent with SLC global business standards.
Provides a positive role model by maintaining consistency of words and actions.
Requires ethical behavior from others.
Acts with courage to challenge questionable business practices.
o Healthy/Safety/Environmental
Provides a safe and healthy work environment, adhering to laws and government regulations as well as SLC
standards.
Shows responsibility by observing all safety/health/environmental policies and practices and takes timely precautions necessary to protect self, others, and the business.
o Public Responsibility
Participates actively and encourages participation of employees in community organizations/projects outside the workplace.
Appendix 5
Line of Business
Coffee & Tea 22
Household & Bodycare 5
Direct Selling 0
Functional Area
Communications 1
Finance 6 Product Development 2
Legal 1 Corporate Business Development 1
Marketing 7 HR 2
General Management 3
Sales 1
Supply Chain 3
Total 27
Management level
A-level managers 1
B-level managers 8
C-level managers 10
D/E- level managers 8
Male 15 Female 12
Nationality
Dutch 11 Greek 1 English 2 Spanish 1 American 2 Chinese 2 Indonesian 1 Danish 1 French 1 Polish 1 German 1 Brazilian 1 Hungarian 1 Australian 1
Appendix 6 Questionnaire Leadership Interview
1. a: What is the most challenging part of your job?
b: Are there aspects of your job that have become more important?
c: Are you expecting changes in the future?
2. What attributes do you see in your highest potential/best performing staff/colleagues/boss that you feel have made them successful leaders?
(qualities / competencies / behaviors / values)
3. a: What attributes do you possess that you feel have made you a successful leader at Sara Lee? (qualities / competencies / behaviors / values)
b: What do you see as the difference in leadership skills needed by you and your manager?
c: What do you see as the difference needed by you and your direct reports?
4. a: What would you regard as your greatest strengths?
b: What are some areas that you would like to develop?
5. a: What was your most memorable success and what did you learn from it?
b: What was your most memorable failure and what did you learn from it?
6. What experiences have you had, or risks have you taken, that have helped you to excel?
7. What qualities have you seen that cause people to fail in leadership roles at Sara Lee?
8. If there was anything you could have done differently in your career, what would that have been?
9. a: Who do you ask to help you check out how you are doing?
b: Describe some feedback you have received.
10. a: Have you had a great mentor?
b: How has your interaction with him/her impacted you as a leader?
11. a : Sara Lee is going to set up a leadership development program, what subjects do you think should be part of this program?
b: What tools/ methods do you think are useful (mentoring, training etc.)?
12. a: What is it about Sara Lee that keeps you here?
b: What might cause you to consider leaving?
13. If Sara Lee could do one thing to help both you and the organization be more successful, what would that be?
Appendix 7 Overview of the competencies
- Result orientation - Focus
- Professional skills (functional and cross-functional experience) - Making decisions
- Steering the team- taking the responsibility - Knowing the business
- Being open and transparent - Emotional intelligence
- Reliability/integrity
- Establishing/ managing relationships - Managing conflicts
- Creating/ motivating/ developing a team - Coaching
- Delegating - Influencing - Listening skills - Appreciating diversity
- Transparency
- Vision
- To set a clear direction - Courage/ taking risks - Strategic thinking
- Change management ability
- Openness to learn - Creativity - Consistency
- Knowledge sharing
- Entrepreneurship/ taking initiative - Commitment to the company
- Passion - Energy - Integrity
