Cultivating a Leadership Pipeline Program
How Domino’s Program has aided in their Succession Planning Process
By Heather L. Fallon
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We’ve all heard the statistics and over the next ten years, the retirement wave that is coming will be like nothing we have seen before in the workplace. It is no longer a luxury to have a succession plan in place, but rather a requirement. At our recent, Succession Planning Masters Conference in Arlington, Virginia, Alexandra Rozema, Director of Leadership and Organizational Development presented on a current best-in-class practice that is being implemented at Domino’s Pizza. |
The Leadership Pipeline Program at Domino’s has seen great results since its conception and implementation. The realization was made by upper management that a leadership pipeline was necessary to help fill middle management positions. The program includes; developmental assignments, mentoring relationships, advisory team concept, a blended learning environment and assessments.
While seeing great success due to the access to leaders and the constant positive feedback, they have also found that they needed to avoid certain pitfalls including, “the chosen one” mentality. However, throughout a three part screening process and selecting candidates with humility, Domino’s has been able to overcome this obstacle.
Many may ask, “What is the return on investment?” Domino’s had committed stakeholders from the inception of the program and did not have to show the numbers to create a business case. However, at the end of the first year, they did show a return on investment of $34,739 per manager in the leadership pipeline program. This best-in-class-program has seen great ROI as well as a 100% retention rate of those managers who have finished the program.
Download the presentation here.
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