LEADERSHIP DEVELOPMENT AND SUCCESSION PLANNING
CASE STUDY: CAIRN ENERGY PLC
Wildcat One was commissioned to project manage developing practices for improving leadership skills through multiple staff and management programmes for Cairn Energy.
Background
The company decided to design a programme, to successfully develop leadership skills within the Group. This project was sponsored by the Finance Director and supported by the Group Management Board. Wildcat One were commissioned to project manage this initiative, working closely with internal HR and other external consultants.
Approach
Co-ordinating the input from Cairn Energy staff and managers, a set of core competencies for the Group were identified by Ashridge Consulting. A process for improving staff development processes, aligned to the performance management process was also devised, using the competency framework.
Wildcat One then proposed a two-tier approach to talent management. A highly bespoke leadership development approach was adopted for the most senior employees and those with board level potential in the short to medium term, including the use of psychometric tests and executive coaching. A more structured management development programme was devised for the other management groups. This was designed as an oil and gas mini MBA. Once the GMB had signed off this two tier strategy, Wildcat One worked with the internal HR team to identify potential providers of the programme and Henley Management School was eventually selected.
Wildcat One also developed a robust, yet flexible, framework for succession planning, which was widely accepted as appropriate by senior management, Directors and the CEO. Further work on implementing a succession planning and talent management structure across the three Group locations was undertaken by Wildcat One, in conjunction with the internal HR team.
Result
The talent management strategy and succession planning framework were approved by the Group Management Board and Executive Board Chairman. Implementation was delayed due to restructuring for the IPO, and it is possible that the restructured businesses may have different needs to fit their new structures. However, it is accepted that the work presents a valuable foundation on which to build for the future.