Company: Advantexe Learning Solutions
Company Description: Advantexe helps organizations around the world to improve their business performance. We are an award-winning talent development organization that designs and delivers customized, learning solutions in Business Acumen, Business Leadership, and Strategic Business Selling. We utilize sophisticated business simulations as the catalyst for learning and performance improvement.
Nomination Category: Product & Service Categories - Business Technology Solutions
Nomination Sub Category: Corporate Learning/Workforce Development Solution
 Nomination Title: Diverse Leader Acceleration Program (DLAP)
- Which will you submit for your nomination in this category, a video of up to five (5) minutes in length about the the nominated new or new-version product or service, OR written answers to the questions for this category? (Choose one):
Written answers to the questions
- If you are submitting a video of up to five (5) minutes in length, provide the URL of the nominated video here, OR attach it to your entry via the "Add Attachments, Videos, or Links to This Entry" link above, through which you may also upload a copy of your video.
- If you are providing written answers for your submission, you must provide an answer to this first question: If this is a brand-new product, state the date on which it was released. If this is a new version of an existing product, state the date on which the update was released:
Progam was started in 2023
- If you are providing written answers for your submission, you must provide an answer to this second question: Describe the features, functions, and benefits of the nominated product or service (up to 350 words):
Total 349 words used.
Merck is dedicated to the development and advancement of its employees while advocating for diversity, equity, and inclusion. Merck's overarching objective is to create a work environment where every individual has an equal opportunity to advance their careers.
To address this goal, Merck HR developed the Diversity Leadership Acceleration Program (DLAP). The primary aim of DLAP is to facilitate internal advancement of African American/Black, Native American, mixed race, and Latino/Hispanic employees in leadership roles across the U.S. and Puerto
The program offers a 10-month experience, featuring a wide range of elements including leadership modules, coaching, business acumen training, a business simulation, planning sessions, sponsorship sessions, and an exercise where participants presented innovative ideas. Two cohorts to date have completed the learning. The components of the solution included:
- Leadership Capability Building - Developed by Korn Ferry, these modules are facilitator-led and delivered both in-person and virtually.
- Small Group Coaching - DLAP participants are organized into groups of five individuals. These groups are deliberately diversified to allow for enriched discussion and varying viewpoints.
- Business Acumen – Advantexe developed an interactive learning journey designed to build and strengthen business acumen skills. This session featured an interactive simulation where participants are divided into small teams to “run” a pharmaceutical company over several simulated years.
- Manager Alignment and Support - Korn Ferry coaches engage in a virtual one-on-one sessions with each program participant to create personalized development plans.
- Executive Partnership - One senior Merck leader is paired with each DLAP participant to provide mentorship and advocacy.
- Impact Learning Project - a 10-week team project based on based on the ?What If! Innovation Methodology that focused on solving an actual corporate issue being faced by Merck.
The program objectives included:
- Develop leadership capabilities that align with the current and future needs of the organization
- Improve business acumen to foster an enterprise mindset
- Empower strong reporting relationships through manager and sponsor involvement
- Create a community of support through peer coaching
- Leverage the influence of leaders as mentors
- Prepare leaders to take on broader roles and responsibilities
- Enable diverse talent to safely discuss and address challenges
- If you are providing written answers for your submission, you must provide an answer to this third question: Outline the market performance, critical reception, and customer satisfaction with the product or service to date. State monetary or unit sales figures to date, if possible, and how they compare to expectations or past performance. Provide links to laudatory product or service reviews. Include some customer testimonials, if applicable (up to 350 words):
Total 349 words used.
The Diverse Leader Acceleration Program (DLAP) was designed in partnership with Korn Ferry, ?What If!, Advantexe, and Duke CE. This leadership development program was a hybrid, multi-faceted learning experience supported by all levels of the organization including Merck’s C-Suite and CEO.
Testimonials included:
- "DLAP has been a life changing experience. Having the opportunity to interact and learn from top leaders in the organization, establishing a strategic network, and even have one of them to act as my executive sponsor has been incredible."
- “The program has been a career-defining experience, particularly the focus of leading my career by design and not default.”
- "I've learned the importance of advocating for myself and having a network of those who can advocate on my behalf."
- "I am inspired to continue adding value and hope there are many, many cohorts to come.”
Merck engaged an external company to conduct focus groups at the mid-point and at the end of the program to determine participant perceptions of valuable characteristics and areas of opportunity.
Aggregate Participant surveys indicated the following:
- 95% of the participants strongly agreed that the program inspired them to pursue promotional opportunities within the organization
- 92% strongly agreed that the program gave them the necessary skills to accelerate their career
- 100% strongly agreed that the learnings derived from the program prepared them to create strategic networks and cultivate sponsorship within the organization
Net Promoter Score
- In a Net Promoter Survey given to both cohorts, 100% of the participants stated that they would recommend this program to others.
Impact on Career Progression
One of the original metrics identified was career progression.
- In Cohort 1, 60% of the participants were promoted either during the program or within one year of completion.
- For Cohort 2, which completed the program in December 2023, 45% of participants have received a promotion and 20% have made a lateral move into an area of greater interest and responsibility.
- Each of the participants who were promoted cited that the program instilled in them the confidence to be intentional about leading their career “by design rather than default”.
- You have the option to answer this final question: Reference any attachments of supporting materials throughout this nomination and how they provide evidence of the claims you have made in this nomination (up to 250 words):
Total 27 words used.
[REDACTED FOR PUBLICATION]
| Attachments/Videos/Links: |
|---|
|
