How World Vision Canada is Developing Future Leaders Now

by Melany Gallant | Posted | Performance Management

How World Vision Canada is Developing Future Leaders Now

Changing the lives of children around the world for the better is no small mission – but the team at World Vision Canada is committed to doing just that. World Vision Canada is a well-respected Christian relief, development and advocacy organization dedicated to working with children, families and communities to overcome poverty and injustice in nearly 100 countries.

In order to accomplish its mission, the organization relies on its engaged and dedicated workforce and strong leadership. To ensure success both now and in the future, World Vision Canada has developed strategic talent management programs that are tied to organizational objectives.

We recently asked Jan Kincaid, Director of People and Culture/ Organizational Development at World Vision Canada, about how the organization is using talent management to build organizational bench strength. Here’s what she had to say:

Why is employee development and establishing a leadership pipeline important to World Vision Canada?  

One of our Core Values at World Vision Canada is “We Value People.” From an internal perspective we live out this value in our organizational strategic and operational plans through various staff programs including professional development and succession planning. 

We foster a culture of “growing talent from within” by providing training and development opportunities for our staff to better equip them for the challenges of today and readiness for tomorrow. Through the Halogen system we are able to identify and track our top talent and create strategic development plans that ensure we have a leadership pipeline that aligns with our needs for the future.

How is World Vision Canada using succession planning / Halogen to build its world-class workforce?

World Vision Canada utilizes the Halogen succession planning tool to help us to create talent pools based on a variety of key business criteria such as specific leadership competencies & roles, divisional expertise, and timing for likely promotion.

This helps us to readily see where the development needs are, when our employees are ready for higher leadership responsibilities and where we may need to address any skill gaps. This has been integral to our employee engagement as our staff is able to record and track their professional development and see where their career can take them.  

What is the most important factor in building a strong framework of support for a succession plan?

It’s critical to have the support of both the senior leadership and the employees in the organization to create a strong framework for succession planning. We are fortunate to have a culture of mature and dedicated leaders and staff who want to satisfy their career aspirations and remain at World Vision. 

When our people can see their own personal future growth with us they are committed and satisfied employees who will stay with the organization and support our vision and mission.

Want to hear more about World Vision Canada’s talent management success story?

Want the full story on how World Vision Canada is using talent management to build their future leaders? Don’t miss Jan’s presentation at the 2015 Halogen Customer Conference taking place September 9-12 in Ottawa, Canada. Jan will be presenting on Day 1 at 2:15 p.m. Don’t miss out; register now!

Register Now for the 2015 Halogen Customer Conference

Learning. Sharing. Connecting. It’s all at the 10th Halogen Customer Conference!


Register Now
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Register Now for the 2015 Halogen Customer Conference

Learning. Sharing. Connecting. It’s all at the 10th Halogen Customer Conference!


Register Now


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