UPS delivers leadership-development reforms: Changes equip firm for modern global business environment

摘要

This paper aims to describe how global logistics provider UPS overhauled global training, leadership development and succession planning. Design/methodology/approach: The paper reveals how UPS's internal research revealed that the company's current training and leadership-development programs needed to evolve to ensure success in the modern global business environment. Findings: The paper explains that the company acted on its internal research by retooling its leadership-development and training programs to: foster more strategically minded leaders; better engage younger generations; and make certain that its people are "fluent" with UPS's vast global network. Practical implications: The paper shares several practical lessons for other companies that are looking to overhaul their leadership-development and training programs, including: align your training with your business strategy; start where you are and keep what works; and assess group and individual strengths and weaknesses. Social implications: The paper contains some interesting observations about the most effective methods of training "millennials" - the young people born between 1980 and 2000 who make up an increasing proportion of the modern workforce. Originality/value: The paper argues that now is the time to take a hard look at training and leadership-development programs, to ensure that businesses are positioned for long-term, global growth.