BNFL

Need:

By 2005, a new government agency will be established in the U.K. to own and manage all civil nuclear assets. BNFL will have to change from an owner-operator into the "supplier of choice," providing services to the Nuclear Decommissioning Authority and other global customers within the industry. As a result, the company will need a different skill set and mind-set about how it does business. With many senior managers due to retire within the next 15 years, BNFL needed to minimize the threat of any succession issues by identifying talent with the potential for senior leadership and accelerating their development.

Solution:

BNFL worked with DDI to develop the Catalyst Programme—an accelerated leadership development program for young managers. Selection for Catalyst is based on an initial interview to assess candidates' potential for senior management roles, and a one-day assessment center that measures candidates against a set of leadership competencies. This assessment is conducted in a DDI-designed simulated environment where candidates face a broad range of challenges—from dealing with problem staff and dissatisfied clients, to preparing presentations and reviewing targets. Each candidate receives personal feedback on his or her performance and works with a DDI coach to draw up a development plan to help acquire the skills and experience needed for a senior management role.

Results:

Participants found the assessment center to be a valuable event that gave a clear picture of the senior management environment. Post-assessment feedback and development planning were equally well-received. The process also enabled BNFL to measure its strategic strengths against other global businesses.