This case study offers an overview of how Johnson & Johnson demonstrated the value of its leadership development experience and identifies the critical success factors for delivering a high-value leadership development intervention.
An Integrated Model for Leadership Development
To address the need for a robust global leadership pipeline, Johnson & Johnson developed a highly integrated organizational intervention. The program was designed to grow leadership talent at multiple levels by leveraging the cross-functional, global talent of its leaders.
The core components of this initiative include:
- 360-Degree Feedback: Providing leaders with a comprehensive view of their performance and impact.
- Action Learning: Engaging leaders in solving complex, real-world business issues to accelerate learning and drive business results.
- One-on-One Coaching: Offering personalized support to help leaders develop their effectiveness.
Key Outcomes: Developing Leaders and Driving Business Strategy
The program was designed to achieve two primary outcomes. First, it helps individual leaders become more effective in their roles. Second, it teaches them how to own and lead strategic change within their organizations. In this model, leadership development is not separate from business operations; it is a central component for accelerating business strategy and achieving results through the practical application of action learning.
Evaluating Program Effectiveness
A critical element of the intervention was its evaluation process. Rather than waiting for the program to conclude, the "Executive Conference III" was assessed during its implementation. This approach provided valuable, real-time information to program users.
The goals of this ongoing assessment were to:
- Understand the conference's positive outcomes and identify any problems.
- Demonstrate the value of its methodology and techniques.
- Identify areas for potential influence or improvement in future iterations.