Background

The National Australia Bank is one of Australia’s big 4 banks, with over 36,000 staff across the Asia Pacific Region. The work completed was delivered in the Technology Division. The broader programme of work encompassed downsizing a team of 3600 to 1800 people, selection and development of 120 leaders at multiple levels.

Approach

Post the selection process, the leaders were provided with a range of options to understand and develop their leadership skills. With a significant change in role and organisational expectation, Leaders were part of a ‘Journey Programme’ spanning a 2 year period.

The Leadership development programme consisted of 5 steps within this time period. . .

  • 1 day leadership development centre

  • 1 day Organisation of the Future session

  • 1 day Customer Care programme

  • 2 days of team development

The Leadership Development Centre focused on the skills and behaviours required to lead the Technology Division. All operational areas were outsourced and so the Leadership role shifted from areas of pure expertise to strategic design, business relationship management and vendor management. The exercises used covered these 3 areas and used a series of role play, 1:1 conversations and group work. External actors and vendors were used to help provide realistic scenarios.

Results

The results for the programme overall:

  • Over 90% of participants agreed or strongly agreed that the process was valuable

Participants felt:

  • Engaged in the future of the organisation and how their role would contribute

  • More confident to lead their team and to be open about what they were focusing on

  • Understand others’ experience and, through building better relationships; they don’t have to have all the answers, but collectively can create more impact

  • More aware of their strengths and how to use them within an organisation and in particular how that services customers

  • Clearer about the areas they needed to develop and what to do to improve these

  • They would strongly recommend the programme to colleagues

  • Are much more aware about how they may be viewed by others

Participant Feedback

“The 1:1 conversation really helped me understand what it means for me to be a leader – and how I can lead others using my own style that also works for the organisation”

“I was pretty cynical about the whole process, but after my conversation, attending the development centre and now receiving my feedback I was surprised how supportive and fun it was. I am looking forward to my leaders attending”