Best Practives in Leadership Development & Organization Change 27

To succeed, these people must have knowledge of leadership theories, be innovative program developers aligned with the design principles discussed in this case study, and most important,

• Lesson #4 Three must haves: (1) Risk—Innovate, do what’s never been

done at your site, take a stand for implementing a program, be relentless (2) Support—Do whatever it takes to get key stakeholders on board (sell senior and grassroots supporters, use data to identify development needs) Don’t get locked into the mindset that top management has to attend your program first— they just need to support it Ensure key stakeholders “hear” from participants what value they are receiving (3) Passion and knowledge—Implementing an effective leadership program requires dedicated, full-time resources To succeed, these people must have knowledge of leadership theories, be innovative program developers aligned with the design principles discussed in this case study, and most important, demonstrate a passion for building leaders

CONCLUSION

Fab 12’s LDF Program offers an innovative, comprehensive leadership develop-ment process utilizing unique learning methods over a five-month period Par-ticipants embark on a journey of intense self-reflection, action learning, and coaching sessions whereby they are held accountable to apply new leadership behaviors on the job Several participants report that they experience LDF as a personal transformation

A rigorous redesign process based on participant feedback and the ODT’s relentless effort to deliver the best learning experience of participants’ careers has resulted in the continuous delivery of LDF regardless of changes in opera-tional priorities, factory ramps, and intense cost-cutting initiatives The ODT has achieved this while honoring the fundamental design principles and objectives

on which the program was founded LDF has provided a leadership develop-ment program that has enabled Fab 12 to meet and exceed demanding factory output goals

Exhibit 9.1 Four Stages of WOW! Projects TM

1 Create Find projects that make a difference!

Reframe projects to be memorable and have impact for your team and the organization!

2 Sell Sell your vision to gain support!

Create quick prototypes, reframe your project based on your customers’ needs Get buy-in!

3 Execute Develop and implement a plan and ensure accountability

Transform barriers into opportunities.

4 Celebrate Recognize those who contributed to the project.

and move on Publish your team’s results.

Hand off your project to a steward who will carry

it forward

Note: WOW! ProjectsTM is a trademark of Tom Peters Company.

INTEL 231

Exhibit 9.2.

INTEL 233

Personal Values Personal Experience

Exhibit 9.3 Leadership Autobiography

Leadership Stand

What value(s) serve as the foun-dation of your stand? Consider the following:

• Guiding principles that you live by

• Values you want to proliferate

in the organization

• Values you hold to be so fun-damental that you would keep them regardless of whether they are rewarded—they would stand the test of time and would not change

Reflect back on experiences in your life.

What experiences helped shape the impor-tance of these values for you? What experi-ences could you share that would convey your expertise and, at the same time, acknowledge your limitations? Consider:

• Experiences that convey your

“humanness”

• Experiences that you use to engage, energize, teach, and lead others

• A story that describes what makes you tick and how you became the person you are

(Continued)

Name

Insert Picture Here

Who I am: 8 words or less “brand”

Think about your current role at work for a moment and assume you are here to make

a unique contribution What are you here

to do? What REALLY matters to you?

Consider:

• Why do you come to work?

• What is your purpose at work?

• What are you passionate about at work?

• What are your convictions toward your work?

• Why are you committed to this?

Group/Team Vision

Your vision of the future state of your group or team must give people a sense of four things:

• Why you feel things must change (your case for change)

• Where your group/team is going (a clear and powerful image of a future state that is ideal, unique, and establishes a common purpose)

• How you will get there (your business philosophy/strategy, your ideas to make the group/team successful)

• What it will take from followers, and what the payoff will be when you arrive

Exhibit 9.3 Leadership Autobiography (Continued)

Your “Leadership Legacy” is what you will leave behind It is what you want to

be known and remembered for Some personal insights to consider:

• What you want to achieve at work

• Success you hope to realize

• Impact you would like to have on others

• The business/operational results you want to be known for

Leadership Legacy

Personal Values Personal Experience

INTEL 235

Exhibit 9.3 (Continued)

(Continued)

Name

Insert Picture Here

Who I am:

Leadership Stand

Group/Team Vision

Leadership Legacy

Exhibit 9.3 Leadership Autobiography (Continued)

INTEL 237

ENDNOTES

1 A “fab” is a semiconductor factory Intel uses a number to designate each fab (i.e., Fab 8, Fab 11, Fab 12) Fab 12 is located in Chandler, Arizona, and employs 2,100 personnel.

2 Since 1972, the Booth Company (www.720Feedback.com) has provided a full series of role-specific management and leadership surveys.

3 Bennis, Warren On Becoming a Leader (New York: Addison-Wesley), 1994, p 73.

4 Gross, Tracy, and others “The Reinvention Roller Coaster.” Harvard Business

Review, November 1992.

5 Kouzes, James, and Posner, Barry The Leadership Challenge (San Francisco:

Jossey-Bass), 1995 Kouzes and Posners’ Leadership Model encompasses five practices: challenging the process, inspiring a shared vision, enabling others to act, modeling the way, and encouraging the heart.

6 Cashman, Kevin Leadership from the Inside Out (Utah: Executive Excellence

Publishing), 1998, p 18.

7 Bennis, Warren On Becoming a Leader (New York: Addison-Wesley), 1994,

pp 76–79.

8 WOW! Projects TM is a registered trademark of the Tom Peters Company; WOW!

Projects Seminar is a copyrighted workshop (www.tompeters.com).

9 LPI (Leadership Practices Inventory), a thirty-question, 360 leadership assessment

by James Kouzes and Barry Posner, assesses five leadership practices: challenging the process, inspiring a shared vision, enabling others to act, modeling the way, and encouraging the heart LPI is a product of and published by Jossey-Bass, Pfeiffer (www.pfeiffer.com).

10 Tom Peters Company (www.tompeters.com) offers global consulting services and in-house training.

11 Ninth House and Instant Advice are trademarks of Ninth House, Inc Innovation: WOW! Projects TM (and Capturing Brand You TM are trademarks of Tom Peters Company.

12 Venture Up (www.ventureup.com) provides interactive and outdoor adventure team-building events, Phoenix, Arizona, since 1983.

13 Kouzes, James, and Posner, Barry Encouraging the Heart: A Leader’s Guide to

Rewarding and Recognizing Others (San Francisco: Jossey-Bass), 1999.

14 The “Tom Melohn Case Study” is featured on In Search of Excellence with Tom

Peters training video (BusinessTrainingMedia.com).

15 Career Systems International (www.careersystemsintl), a Beverly Kaye company, provides career development, mentoring, and talent retention tools and programs, Scranton, Pennsylvania.

16 The Unified Team Video highlights a leader’s plan for promoting team unity,

covering the need to achieve, belong, and contribute (Media Partners Corpora-tion), Seattle, Washington Founded 1993.

17 The Vortex Simulation designed and produced by 3D Learning, LLC (www.3Dlearning.com), an organizational development consulting service specializing in simulations since 1996.

18 Leadership, an Art of Possibility video features Ben Zander, conductor of the

Boston Philharmonic Orchestra, who seeks to lead in order to make others powerful (www.provantmedia.com).

19 Balasco, James, and Stayer, Ralph Flight of the Buffalo (New York: Warner

Books), 1993.

20 SEMATECH (www.Sematch.com), located in Austin, Texas, is the world’s pre-miere semiconductor research consortium, since 1986 Member companies such

as Hewlett-Packard, IBM, Intel, Motorola, and Texas Instruments cooperate pre-competitively to accelerate the development of advanced semiconductor manufac-turing technologies.

ACKNOWLEDGMENTS

We’d like to thank the people who have continued to develop the LDF program throughout other business groups at Intel: Steve Thomas, Dorothy Lingren, Brian Schwarz, Lori Emerick, Dina Sotto, Elisa Abalajon, and Mariann Pike They have managed to transfer the LDF program in its entirety without sacri-ficing its quality or integrity Other Intel employees who have facilitated the LDF Program at Fab 12 include Laurel Henkel, Paul Denham, Dennis Danielson, Louise Williams, and Tom Eucker

ABOUT THE CONTRIBUTORS

Dale Halm, a twenty-year veteran of Intel Corporation, is currently the

man-ager of Organizational & Leadership Development for Intel’s Fab 12 micro-processor factory in Chandler, Arizona Dale holds a M.A and B.A in Speech Communications from Northern Illinois University

Janelle Smith is the LDF Program manager with nine years’ Intel experience.

Prior to Intel, she was a captain in the U.S Air Force, with a B.S in industrial engineering from the University of Arkansas

Susan Rudolph, an organizational development specialist with seven years’

Intel experience, holds a B.S in business management and psychology & social sciences from Kansas State University

Together, Janelle, Susan, and Dale leverage their passion and commitment to personal transformation to build the leadership capabilities of Intel’s managers

CHAPTER TEN

Lockheed Martin

Big change, fast—that was the demand made on Lockheed Martin’s tactical jet business The alternative to meeting this change challenge was not only

to lose the largest defense contract in history, but also to become a second-tier subcontractor at best, or be put out of business at worst This is the story of how the company met this challenge It offers readers best practices for approaching “big change, fast” when the stakes are high and when

the alternative might be going out of business.

POSITIONING THE FULCRUM BY CLARIFYING ACCOUNTABILITY 245

Everett Rogers: Lessons from Known Studies of Diffusion 254

EXHIBITS

239