 | For Shire, CR is not just about social and environmental accountability, it extends into our responsibilities as an employer, and how we make the most of the immense talent and commitment our people bring to their work for the company |
Shire celebrated its twentieth birthday this year, and having reached such a significant milestone it was only natural that we should take a moment to take stock of what we’ve achieved, and look ahead to the next phase. And as the business grows, it’s crucial that we understand what sort of people and capabilities will help us succeed in an increasingly fast-moving and competitive industry. With this in mind we decided to undertake a comprehensive global analysis of the abilities and skills Shire needs most, and the best way to develop them across the whole business. |  |
Armed with that insight, the next step was the creation of what’s now called the Shire leadership ‘DNA’. The concept of DNA is a perfect fit for a pharmaceutical business, and the basic but powerful idea behind it is that all our people are born with the capacity to show leadership, whatever their role, and regardless of their job title. As Anita Graham, our Chief Administrative Officer, says, ‘The DNA framework defines leadership as a quality, not a position in the organization. It’s designed to support our employees’ development in practical ways, and help them understand how their personal and professional progress contributes to our overall ambitions as a business.’
The framework is supported by a whole range of back-up materials, from online resources to CD-ROMs and learning tools, and everything we do in relation to our people now reflects the DNA. That ranges from performance management processes, to training modules, to succession planning and job descriptions. It’s taken only twelve months to integrate the idea completely into the business, which is a tribute to the passion and commitment of all our employees and of the efforts by a team focused on its design and implementation, led by Helena Boschi, Vice President of Leadership Development.
All the feedback so far has been hugely positive, both from inside the business, and from the wider HR profession. In fact Dave Loring, Senior Enterprise Associate at the Center for Creative Leadership in the US, has called the DNA, ‘The finest example of a leadership development process I have seen. Seldom have I seen such a detailed delineation between being ‘proficient’ and being ‘exceptional’. Well done, Shire.’
(from the Shire Responsibility Report 2006).