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(Bob Aubrey, CEO of Metizo & Reto Wittwer, CEO of Kempinsky in Munich for the launching of Kempinsky worldwide talent program in July 2007)
Challenges/needs
Metizo joined with Kempinski Hotels, the 110-year old German luxury hotel group, as part of a global talent development program
Founded in Germany, Kempinski hotels and resorts are now spread throughout Europe, Middle East, Africa, South America and Asia. Prime locations include Abu Dhabi, Beijing, Berlin, Budapest, Buenos Aires, Istanbul, London and St Moritz. At present, Kempinski is the fastest growing luxury hotel group in the regions where they operate.
The partnership with Metizo is important for Kempinski because preserving a prestigious heritage, maintaining luxury quality and growing quickly cannot be done without a sound talent development strategy. The group firmly believes: “it’s all about people”.
Solution
Metizo launched the project at the flagship Kempinski hotel, the Adlon, which overlooks the Brandenburg gate in Berlin. This landmark occasion provided training in ‘the Metizo method’ for all of Kempinski General Managers, as well as for all of the company’s HR managers worldwide.
Kempinski Hotels chose Metizo because Kempinski believes that everybody has talent - and that everyone should have a chance to develop it. The Metizo process helps managers not only to identify talented people, but also to help those people realize their aspirations. By treating them as “entrepreneurs of their careers”, the art and science of talent management come together. Only Metizo provides this approach.
Reto Wittwer, CEO of the Kempinski Hotel Group, takes this so seriously that he decided to eliminate the post of Vice-President for HR. This sent a message to his General Managers: the CEO is Chief Talent Manager and you are directly responsible for developing your people.
Review
After the initial training, participants will apply to join the talent program, no matter what job they are doing. A half-day assessment process with a Kempinski jury will decide who gets a mentor from among the General Managers.
Each participant in the program is followed for one year by a mentor drawn from the company’s top management. The mentor’s job is to first listen to the dreams and aspirations of the mentee, to clarify them and help the mentee determine if there is enough motivation to make them become real.
Next, the mentor will help the mentee match those aspirations with the opportunities and requirements of different career development options within the company.
In the third stage, the mentor will help the mentee build an open and flexible career strategy: the Metizo Personal Enterprise Plan, or PEP. The PEP will be assessed by a jury composed of the mentor, a talent manager and Metizo. If the plan is judged robust, it then becomes the basis for managing that individual’s career in the company, and receives Metizo certification.
