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

Abstract

Purpose

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.

Citation

(2011), "UPS delivers leadership‐development reforms: Changes equip firm for modern global business environment", Human Resource Management International Digest, Vol. 19 No. 6, pp. 11-13. https://doi.org/10.1108/09670731111163446