ABS-CBN Corporation is a media and entertainment group of 10,000 employees. It is the Philippines’ largest entertainment and media conglomerate in revenue, operating income, net income, assets, equity, market capitalization, and number of employees.

As digital communications continue to disrupt the media industry worldwide, broadcasters like ABS-CBN are no longer competing just against other traditional domestic players, but also with competitors around the globe in different formats.

At the same time, ABS-CBN needs to develop a new generation of leaders. Many of its current business leaders have been with the company for decades and will soon retire. It is critical for the company to do succession planning, backfill this talent pipeline, and equip the next generation of division and department heads.

ABS-CBN Corporate University, the company’s learning and development unit, has emphasized the need for the company’s leaders to be trained and developed to adapt to the changing times.

The program head of ABS-CBN University says, “They must be more agile, responsive, and globally minded to lead in this volatile space. Digital transformation is happening so fast — we cannot waste time.”

As part of its overall Succession and Talent Development strategic plans and in response to these challenges, ABS-CBN partnered with CCL to launch the Executive Development Program (EDP) and the Management Development Program (MPD). The audience for EDP is individuals in line to assume senior-level leadership roles, while MDP focuses on grooming functional leaders.

Both programs are a year long, kicking off with 2 different 3-day modules, focused on soft skills and leadership development. The leadership modules consist of interactive workshops and various self-assessment tools. In between these modules, participants receive 5 sessions of 1-on-1 coaching.

“The CCL faculty are so effective in being learner-centered,” says the program officer with ABS-CBN University, who co-managed the program. “They are able to make the content very applicable to each participant.”

In less than 2 years, EDP and MDP are showing tangible results in terms of succession planning and filling the talent pipeline:

  • ABS-CBN senior leaders use the programs as a resource for filling mission-critical roles. Eight MDP and EDP participants have been promoted to vacant leadership positions.
  • Many long-time ABS-CBN employees rarely interacted with one another before, but now work more collaboratively across departments: since the launch of the program, 80% of the innovative and strategic projects that were presented to ABS-CBN’s executive team were approved.

The authentic relationships the cohort built at the outset fostered the type of collaboration necessary to create game-changing projects in the second phase of the program,” noted the the program head.

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