Lilly Leadership Development Program FAQs

Q:  Why does Lilly have a leadership development program?
A:  Based on analysis of internal feedback and data, the LLDP is one of five initiatives implemented to engage, develop and retain top talent.  This program is consistent with Lilly’s commitment to the development of future leaders of the organization.

Q:  Who participates in LLDP?
A:  New MBA graduates who have been recruited to Lilly and have demonstrated strong potential for leadership.

Q:  What functions are incorporated into the LLDP?
A:  Primary functions include marketing, finance and human resources.

Q:  How many are in an LLDP class?
A:  Lilly recruits approximately 15-20 MBAs annually and these individuals make up an LLDP class.

Q:  What is a cMBA?
A: cMBA is a Lilly term that stands for 'Corporate MBA.'
cMBAs are recruited from targeted schools which consistently rank in the top tier of business schools. cMBAs are also identified through specific diversity recruiting initiatives including: Consortium of Graduate Management Study, National Black MBA, National Society of Hispanic MBAs, and various university scholarship initiatives. The primary method Lilly uses to recruit cMBAs is through the 12-week summer internship program.

Q:  How much time does it take to participate in LLDP?
A.  Lilly operates on a 70-20-10 learning model.  Seventy percent of learning occurs in the full-time work assignment; twenty percent is learned through coaching; ten percent is learned through formal means such as on-line or classroom.  LLDP modules utilize four channels of learning: coached, on-line, classroom, and experiential (hands-on experiences).  Time away from the responsibilities of the job is less than thirty percent.

Q:  Are international MBA students considered for the LLDP?
A:  Currently, the LLDP is focused on US based corporate MBAs.  International MBAs are developed within their respective affiliates and regions using training modules and targeted work assignments.

Q:  Are rotational assignments a part of the LLDP?
A:  The focus of LLDP is on development of the leadership skills of the participants.  However, within each function there is a development map that typically spans two different assignments.

Q:  What is the length of the LLDP?
A:  Three years.  The period of participation in LLDP begins when a corporate MBA joins Lilly in their initial assignment and extends through the first 36 months.

Q:  What happens upon completion of the LLDP?
A:  Upon successful completion of the LLDP, the cMBA progresses into the pool of other Lilly high potentials to continue in professional development.

Q:  What about promotion?
A:  Promotions are not within the scope of the LLDP.  Dependent upon the needs of the business, career goals of the participant and recommendation by the supervisor, graduates of the LLDP may be considered for promotional opportunities.

Q:  Is it possible to change functional homes?
A:  The path to senior leadership at Lilly is built through developing functional expertise.  If a cMBA wants to change functional homes, they need to work with their supervisor on an individual basis.

Q:  When will the leadership assessment take place for LLDP participants?
A:  Lilly will evaluate the cMBA during the corporate succession management process between 24-36 months in their career.  This evaluation takes place in the spring of the year using a formal Talent Identification tool and process, conducted by line management.

Q:  Is mentoring a part of the LLDP?
A:  Mentoring is a part of the Lilly culture in general.  The LLDP participant selects a mentor from a group of profiles.  These profiles are manager level employees who have demonstrated successful leadership behaviors within the company and are committed to mentoring relationships.  The pairing process is managed by the LLDP Associate who communicates with the cMBA within the first 6 months of the initial assignment about the selection process.  Mentors and mentees meet during the LLDP Orientation.  Dependent upon individual need, LLDP participants may seek additional mentors outside of the program pairing.

Q:  Do senior executives support the LLDP?
A:  The LLDP has support from the CEO of the company and the highest senior leader in each participating function.  These leaders actively participate in various aspects of the program.

Q:  How long has the LLDP been in existence?
A:  Functional development programs have been in existence at Lilly for several years.  LLDP is an integration of these programs supplemented by other development experiences and training.  The enhanced curriculum was launched in the spring of 2007.

Q:  Will LLDP participants have an international experience?
A:  Since Lilly is a global company, it is likely the cMBA will have international exposure through their full-time assignments.  However, based on individual development plans, there are opportunities to have an OUS assignment, project or work with Lilly’s international affiliates.

Q:  Will program participants receive regular feedback?
A:  Feedback is an integral part of the Lilly culture.  LLDP participants will receive feedback primarily through their immediate supervisor who is responsible for performance management and developmental action plans.   These discussions occur on a regularly scheduled basis, but can be held anytime at the request of the cMBA. Additional feedback will be shared from partners, customers, mentors, senior leaders and others who interact with the cMBA.

Q:  Is there a formal orientation for the new LLDP participants?
A:  Yes, in January following the year in which a cMBA joins Lilly, the new class of LLDP participants is invited to headquarters for a detailed explanation of the program, expectation setting, and interactive presentations by executives representing various functions in the organization.