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ICICI Leadership Academy….based on an article in Economic Times
Indian economy growing at break neck speed has posed a serious leadership development challenge to all the major corporations. While most organizations are grappling with growth issues Indias second largest bank ICICI Bank has emerged as the Indian GE which is churning out great leaders that have blazed their way to individual glory.

Recruiting and retaining talent is a key obstacle in developing and executing best strategies and thus attaining most important objectives of any growing organisation. Recognizing this need, In 2000, ICICI made the strategic shift from a CEO Centric model to an institutionalized process of Leadership Development.

The process starts with the practice of hiring the best talent from the Best B-Schools and Best CAs from across the country. Promoting the culture of meritocracy and entrepreneurship; Though people are allowed to fail,   performance targets are sacrosanct. Mr Kamath also instituted a Star system for the top 5% of the bank's talent giving them preferential treatment and compensation, also sometimes resulting in non performers to leave. Only Top performing 2000 managers out of 15000 are empanelled as leadership talent. A thorough 360o appraisal coupled with a new talent assessment system consisting of “nine member skip-level talent panels” enable the group to identify talent across the organsation. The Organsation philosophy here being it takes a leadership talent to cite a leadership talent and ensure system has minimum bias as possible. Managers are classified as   “A” level, “B” level and “C” level talent with only 400 of them being in A Level last year.

These A listers are provided diverse opportunities, encouraged to take risk and International rotations are a key part of career and leadership development programs. They are trained to take heat and not worry about wrong judgement calls taken. The model provides employees with opportunity to don the hat...