Respond to classmate discussion post:
1.
Using what you’ve learned in the course, evaluate an aspect of the ReEntry TM process that you found interesting, vis-à-vis the recommendations for effective systems in your course materials (articles, discussion and videos, OPTM book). What is similar, what is different?
This was a great article about JPMorgan Chase (JPM) I never knew. The content in our class leaned a little more towards experience as being the most important aspect of a TM and I feel, in the beginning, JPM focused greatly on experience to vet those women they wanted to onboard. Some experience wasn’t recent, but they all had the necessary experience and educational background to weave their way through JPM. However, I love that it didn’t stop there. JPM was smart enough to integrate exposure (One of the 3 E’s), into their ReEntry program. This is so vitally important. As JPM manager Jennifer Gordon said, “One of the key indicators of success at a bank as big as ours is that it’s not always about what you know; it’s about knowing who has that information and how to get it.” Knowing where and how to get information will undoubtedly help give JPM and greater competitive advantage. The JPM ReEntry on-boarding program seemed to be fantastic at creating opportunities for the integration of current personnel to engage with those going through this program. We do something very similar in that our personnel, once they graduate the 10-week onboarding program, they are assigned to a station and not considered staffing for 10-shifts. After three months they are rotated out to another station to integrate with other colleagues and experience different situations.
I also thought their feedback system
Would you recommend any specific changes to the program? If so, why? Be sure to use what you’ve learned in the course to defend your recommendation.
There is one change that I feel needs to be recommended and that is place a greater focus on development. Each of these women were out of the workforce for some. Given that, maybe it would be better to actually provide specific training classes directly related to their experience and desired field of engagement. Instead, it seems they taught more manners and reading and writing. And I’m not quite sure what the heck executive presence is but it sounds pretentious. Our lecture points to three points which are: Engage them, Reward them and Develop them. One way to do this is to integrate stretch assignments which would place a participant out of their comfort zone. This would work well with the amount of exposure they provide to each participant. It’s a great support system to foster growth on the part of both the company and the participant.
less
Respond to classmate discussuon #2
I really appreciated that the organizers of the ReEntry program specifically sought out managers who were skilled at coaching talent. In our Week 4 lectures we learned that most managers in general do a poor job coaching and developing their teams. JP Morgan Chase’s decision to seek out managers who excelled in this area set up the interns for success by ensuring they would have supportive managers who could help them navigate their return to work and the organization. Leaders need different skills at different levels of the organization. The ReEntry program participants were potentially vice president level and above, so their professional skills would not have been in question. Coaching on the “soft skills” likely played a key factor in their success.
If I were to change an aspect of the program, it would be expanding the applicant pool beyond graduates of Harvard, Wharton, and Columbia. In Byars’ development model — education, exposure, and engagement — education accounts for the least amount of success. Experience beats education almost every time. I would focus more on experience and in addition to JP Morgan Chase alumni, recruit interns who are alumni of similar firms regardless of their education background. I would also consider interns from outside the industry who might have specialized expertise that would be useful at JP Morgan Chase.
Reply to Thread