A New Approach to Leadership Development at Microsoft

A Complex Model with Many Moving Parts

When Joe Whittinghill came into his role as general manager for talent, learning, and insight at Microsoft, the tech giant’s leadership model was characteristically thorough. There were eight competencies leaders needed to succeed, 10 behaviors that marked inclusive diversity, five things employees had to do in order to flourish, and over 100 skills you needed to train on, depending on your profession.

A Model that Felt Exhaustive

“These components were not memorable,” Whittinghill said. “They were exhaustive.” The sheer volume of information was overwhelming, and it was difficult for leaders to know where to start. The model was so complex that it was hard to see the forest for the trees.

A More Human-Centered Approach

Whittinghill decided to take a step back and re-evaluate the company’s approach to leadership development. He wanted to create a model that was more human-centered, more flexible, and more effective. He believed that leaders needed to be able to adapt to changing circumstances, to be resilient in the face of uncertainty, and to be able to communicate effectively with their teams.

A New Focus on Human Skills

Whittinghill’s team developed a new set of leadership competencies that focused on human skills, such as empathy, communication, and problem-solving. They also created a framework for inclusive leadership that emphasized the importance of diversity, equity, and inclusion. The new model was designed to be more flexible and adaptable, allowing leaders to develop the skills they needed to succeed in a rapidly changing world.

A More Sustainable Approach to Leadership Development

The new approach to leadership development at Microsoft has been met with widespread praise. It has been praised for its focus on human skills, its emphasis on diversity and inclusion, and its commitment to creating a more sustainable and effective leadership model. The approach has been recognized as a best practice in the field of leadership development, and it has been adopted by other organizations around the world.

FAQs

What was the old leadership model at Microsoft like?

The old leadership model at Microsoft was complex and exhaustive, with eight competencies, 10 behaviors, five things employees had to do to flourish, and over 100 skills to train on, depending on one’s profession.

What was the main problem with the old model?

The main problem with the old model was that it was overwhelming, making it difficult for leaders to know where to start and to focus on what was most important.

What is the new leadership model like?

The new leadership model at Microsoft is more human-centered, flexible, and effective. It focuses on human skills, diversity, equity, and inclusion, and is designed to be more adaptable and sustainable.

How has the new model been received?

The new model has been praised for its focus on human skills, its emphasis on diversity and inclusion, and its commitment to creating a more sustainable and effective leadership model. It has been recognized as a best practice in the field of leadership development and has been adopted by other organizations around the world.