G4S Secure Solutions (USA) Inc. is committed to the development of talented individuals to encourage internal progression and succession planning. As such, the firm systematically invests in both the identification and continuing development of high-performing employees who have the potential to progress to roles of increasing complexity. To support this effort, the Regional Leadership Program (RLP) is conducted in all regions globally to support the consistent development of a pipeline of future leaders who are currently in general manager, director, senior director, and vice president-level roles.
In January 2017, the G4S North America Region’s RLP began Cohort One of their program with 17 candidates; they graduated in January 2018. In 2018, the program was expanded to incorporate the entire America’s Region for an additional 25 candidates. Cohort Two graduated in January 2019. In 2019, Cohort 3 began with 27 candidates.
Program Details
All candidates selected for the program must represent the following:
- Ability to be effective in more responsible and senior roles with the capability to progress to at least one, if not two, levels in the organization
- Aspiration to move to a more senior position with increased complexity
- Engagement to commit to the organization and remain in challenging roles
- Track record of delivery and achievement against objectives and demonstration of desired leadership behaviors
The overall program consists of the following components:
- Planning: Assessments are conducted to identify individual preferences, motivations, and strengths to help determine participants’ learning path and future career goals.
- Personal Development Plan (PDP): The backbone of the program experience, this plan maps out personal and career goals and specific development needs. Each development need requires that associated actions, timescales, and responsibilities be clearly set to improve participants’ skills or expertise in that area.
- Three to Four Separate Immersion Weeks: Held in the first, second, third, or fourth quarter for members’ development journey, these sessions include teambuilding and collaboration on business challenges to help participants understand the business strategy of G4S Group (the UK parent company) and the America’s Region. Specific topics include strategy, self-awareness, leading others, organization design, finance, service excellence, performance management, customer focus, implementation and execution, and change and career management.
HR leads, mentors, and the RLP cohort provide personal support throughout the program. For example, Cohort Three participants were mentored by Cohort Two graduates, which provided them access to co-workers who have experienced the content, challenges, and benefits of the program, and can speak to their own growth and development. The support network provides career guidance, shares personal expertise, and helps open doors to experiences and networks beyond a participant’s current role.
Results
The firm reports the program has been a tremendous success in the areas of operational efficiency and employee engagement. The retention rate of employees inducted into this program since inception has been 95 percent. To date, 16 program participants have been promoted to senior leadership roles.
