Our approach and performance
Developing super regional leaders
We value and invest in leadership at every level of the organisation - not just the top.
We recruit and develop leaders who have well-rounded experiences and balanced capabilities, make decisions in line with our values and ethics, and lead with a ‘wide-angle lens’.
Leading with a wide angle lens means:
- challenging conventional thinking and seeking diverse perspectives
- taking an 'outside-in' view, with our customers, stakeholders and community
- having an international mindset
- managing trade-offs and ambiguity
- collaborating across boundaries.
Our human capital strategy focuses on helping employees to grow in their roles and advance within the organisation, in particular it sets out our approach to succession planning and internal promotion for the top 65 business critical roles.
Leadership learning
We currently have over 7,000 people leaders at ANZ. Leadership is a constantly evolving experience, not a one-size-fits-all job.
From first-time people managers to the most senior leaders of our global business, we provide leadership learning to support every stage of the leadership journey. Learning doesn’t just happen in the classroom, and our learning strategy combines on-the-job experiences, feedback, learning through others and formal learning programs.
| ANZ's Leadership Pathway Program |
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Our ANZ Leadership Pathway delivers formal learning that focuses on developing flexible, versatile leaders who can unlock the potential of our people and business. Our Pathway programs include the Super Regional Leaders Program and Executive Leadership Program, both of which were designed with Duke Corporate Education, the leading international business school for customised leadership development programs. We also have a range of customised offerings for specific leadership learning requirements. |
| Case study: Developing leaders in the Pacific |
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Our Lead the Future program, is a unique learning program which aims to accelerate leadership and development opportunities of Pacific Nationals currently in senior roles with ANZ. In 2010, we extended the length of participation in the program from 12-months to 24-months to add more value to program participants. The program supports our continued commitment to foster local leadership in our business. Participants are provided with practical experience, working in groups to undertake business projects with real business outcomes for ANZ’s Pacific business; and provided with the opportunity to interact with our current leadership team in the Pacific. The program integrates strong self and peer assessment through intensive workshops and one-on-one coaching led by external facilitators. There have been many team and individual success stories from our Lead the Future program. Lead the Future enabled, Leah Espino to take the next step in her career - beginning the program as the Head of Retail Guam and following successful completion of the program, Leah was promoted to the position of Head of Retail American Territories, incorporating Guam and American Samoa. Leah believes in leading by example: "Understanding the Pacific cultures and being able to inspire and motivate people to deliver in accordance to the ANZ values is a key to being a Pacific leader. You should also be able to listen with an open mind and be prepared to give guidance and honest responses." Isikeli Tuituku, began the program as Chief Operating Officer for Papua New Guinea. Upon completion of the program, Isikeli has now been promoted to the position of CEO Kiribati, becoming the third Pacific Islander to be appointed as a country CEO at ANZ. In 2011, 12 people from our Pacific business took part in our Lead the Future program. |
Identifying future leaders
We are actively committed to identifying our future leaders, investing in them and broadening their leadership capabilities, through the ANZ Leadership Talent Radar.
The Leadership Talent Radar represents the employees in our organisation (across Groups 2-4) who have a strong passion and aspiration to be in leadership roles and who have been assessed as having outstanding leadership potential with reference to our leadership criteria. We assess leadership potential every two years.
The core focus of the Radar is to provide accelerated development through experiential learning, as research shows that this provides the greatest impact on increasing capability.
Participants are encouraged to pro-actively seek stretch leadership opportunities in line with their career plan, with the support of their line manager and mentor e.g. contributing skills and resources for important community issues.
Participants of the Leadership Talent Radar receive access to other opportunities to accelerate their development, including career planning, greater profile and visibility by senior leaders, exposure to emerging business strategy and the chance to network outside their own business and specialist area.
Our results
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2011 results Over the past 12 months, 56% of senior executive appointments to Business Critical roles were internal, versus 40% in the preceding 12 months. Additionally, all Management Board roles have at least one and in most cases two ready now internal successor/s identified. More than 2300 people have participated in our Leadership Pathway program since its inception in December 2010. The total number of senior executives that have attended leadership development programs since October 2010 is now 128, including five Executive Leadership Programs and one higher level Super Regional Leaders Program. Approximately 16,000 management and leadership courses were undertaken by staff in 2011. There are 579 employees worldwide on our Leadership Talent Radar, 218 (37.65%) of these are women. Talent Radar participants by gender
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| 2010 results | ||||||||||||||||||||
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2010 results In 2010, we revised our criteria for identifying outstanding leadership potential which resulted in a smaller number of Radar participants than in previous years. This will enable us to deliver a high-quality program with more customised development. An additional 16,000 management and leadership courses were undertaken by staff in 2010. There are 588 employees worldwide on our Leadership Talent Radar, 224 (38%) of these are women. Talent Radar participants by gender and region
Additionally, in 2010, 10 people from our Pacific business took part in our Lead the Future program. * Includes Asia Pacific, Europe and America. |
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2009 results There are currently 730 employees worldwide on the Talent Radar, 43% of which are women. Talent Radar participants by region
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| 2008 results | ||||||||||||
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2008 results In 2007, a new global Talent Radar was launched replacing previous talent programs that existed at Group, functional, divisional and business unit level. There are currently 862 employees worldwide on the Radar, 41.7% of which are women. Talent Radar participants by region
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