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Building Your Future with Owens Corning
Page 3 AGENDA n The beginning n Career opportunities n Career management n Help is available n What it takes n Development outcomes
20,000 employees/135 manufacturing facilities in more than 30 countries, 180 distribution centers worldwide
Page 5 The development of employees is a priority because it is critical to the Company’s future growth and success n To ensure that we have capable leaders at all levels, we make significant ongoing investment in the development of talent n Development programs enable participants to quickly gain a variety of experience for a broader perspective Training and Development
Page 6 Creating Value for Our Customers and Growth For Owens Corning
Page 7 Composites Systems Business n Consumer, Industrial and Infrastructure n OC™ Automotive Solutions n OC™ Telecommunicatio ns Solutions n OC™ Electronics Solutions n OC™ Manufacturing Solutions
Page 8 Leading market position across all products Excellent brand recognition - “Pink Panther” Evolving from products to system solutions Leading market position across all products Excellent brand recognition - “Pink Panther” Evolving from products to system solutions Exterior Systems Business Insulating Systems Business Roofing Solutions Cultured Stone® Remodeling Services Building Materials
Page 9 SYSTEM THINKING TM Our unique business strategy Expanded product & service portfolios Extended solutions perspective Extensive sharing of knowledge Excellent market opportunities A Redefined Future
Page 10 System Thinking Home n Performance Zones –Energy efficiency and moisture control –Indoor air quality –Acoustics –Exterior Design
Page 11 n –For Your Home –Exterior FX Pro TM –Design Solutions –Energy Efficiency Internet Services
Page 12 SpokesCat
Page 13 Recognized by a factor of 7 to 1 BRAND Logo Icon PINK Brand Signal
Page 14 Now let’s talk about you!
Page 15 IT ALL STARTS WITH THE SALE
SALES FOCUS
Focused Indust/Comm'l Focused Insul Contr Focused Yellow Jacket Focused ROD Focused SOD Focused Retail Reps Homeside Multi-Product/Retail Manufactured Housing Canada RGMs NABMs Toledo Support Focused Generalist Other
Page 18 SALES CUSTOMER PRIDE MGR CUSTOMER OPERATIONS COACH PRODUCT MGR TRAINING SPECIALIST HUMAN RESOURCE REP MARKET SEGMENT LEADER LEADER - NEW PRODUCT DEV MARKET MGR BUSINESS MGR CAREER OPPORTUNITIES - WHERE CAN I GO FROM SALES?
Page 19 MARKET MANAGER Key Competencies: Communication Skills Initiative Judgement Negotiation/Persuasiveness Operations Knowledge Risk Taking Leadership Knowledge of the Sales/Marketing Process Knowledge of Electronic Strategies
Page 20 BUSINESS MANAGER Key Competencies: n Knowledge of the sales and marketing processes n Knowledge of the business n Drives for results n Coaches for business results n Leadership n Analytical capabilities n Initiative
Page 21 MARKET SEGEMENT LEADER Key competencies: n Communication skills n Analytical skills n Decisiveness n Follow up/Monitoring n Innovativeness/Creativity n Sense of urgency n Planning & organizing n Teamwork n Negotiation/persuasiveness n Problem solving
Page 22 HUMAN RESOURCE REPRESENTATIVE Key Competencies: n Human resource process knowledge n Change leadership n Coaching skills n Leadership n Judgement n Work standards n Communication skills n Decisiveness n Team building n Independence n Initiative
Page 23 TRAINING SPECIALIST Key competencies: n Communication skills n Platform skills n Independence n Creativity n Resource identification n Business understanding n Financial analysis n Technology understanding n Leadership skills n Team building n Project management
Page 24 PRODUCT MANAGER Key competencies: n Sales experience n Conflict resolution n Project management n Problem solving n Implementation and execution skills n Product knowledge n Independence n Communication skills n Initiative
Page 25 CUSTOMER OPERATIONS COACH Key competencies: n Customer focus n Leadership/coaching n Ability to assess individual skills n Listening n Applied learning n Technical knowledge -- program, process, systems n Facilitation expertise n Team building
Page 26 MANAGER OF CUSTOMER PRIDE Key competencies: n Leadership n Project management n Delegation n Customer focus n Team building n Facilitation n Communication skills n Process knowledge n Business understanding
Page 27 KEY COMPETENCIES n Tenacity n Problem Solving n Persuasiveness n Responsiveness n Independence n Customer focus n Work standards n Risk taking n Teamwork n Communication skills
Page 28 Career Management n How do I get there?
Page 29 CAREER MANAGEMENT n Defining your career objectives, understanding your current performance, capabilities, aptitudes and then developing a plan to match your expectations A ssessment
Page 30 CAREER MANAGEMENT: KEY STEPS I mplementation n Self - assessment regarding interests n Gather information regarding opportunities n Explore and network n Engage leader and mentor n Develop action plan n Get in the game
Page 31 YOUR ROLE IN CAREER MANAGEMENT n You “own” this journey…only you can make the final decision about what to do or NOT to do n Consider: n Your contribution in current assignment n Your strengths and areas for development n Your short and long-range career objectives n Your developmental needs n Your potential to do other things
Page 32 HELP!!! n Where can I get help?
Page 33 EMPLOYEE GROWTH AND DEVELOPMENT YOUR MGR HUMAN RESOURCES PERFORMANCE REVIEW PROCESS MENTORING JOB SELECTION PROCESS CAREER SELF DEVELOPMENT TRAINING & DEVELOPMENT EMPLOYEE GROWTH AND DEVELOPMENT OVERVIEW
Page 34 NEXT STEP: n When -- Performance Driven n How -- JOBB Process n Where -- Multiple Opportunities
Page 35 YOUR LEADER’S ROLE n Jointly determine what success is in your current assignment n Provide ongoing feedback about your performance n Ensure that career discussions occur n Understand career alternatives n Be honest and direct regarding expectations n Help you secure a mentor
Page 36 THE MENTOR’S ROLE n A wise and trusted teacher A reliable resource n One who helps employees develop and become a successful member of the team faster. n One who facilitates the transfer of knowledge between seasoned employees and newer employees.
Page 37 POTENTIAL MENTOR IDENTIFICATION n A positive role model of the company’s values and practices n Knowledgeable about organizational goals, policies, programs, and opportunities n Aware of the culture, trends, networks, and information resources within the organization n Regarded as successful in their job n Skilled in setting goals, coaching, providing feedback n Strong in listening, communication, and problem solving n Committed to the process and effort
Page 38 BUILDING SUCCESS IN A MENTORING RELATIONSHIP n Respect each other’s ideas and experiences n Realize ownership of the process is mutual n Seek additional support if necessary n Meet/communicate regularly
Page 39 Development Outcomes n What I have to bring to the party.
Page 40 SUMMARY n Start Now n Identify Your Strengths and Weaknesses n Learn How to Display and Communicate Them. n Think Career not Job.
Questions ? ?