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Case History: Leonardo Elicotteri

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Progetti in corso

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Competenze trasversali

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1. Il Cliente

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Qualche anno fa le risorse umane di una delle più prestigiose aziende dell’aerospazio, Agusta Westland, ora Leonardo Elicotteri, ci chiesero di progettare ed erogare un programma di induction molto ambizioso e complesso, basato sulle competenze trasversali, da dedicare a tutti i giovani laureati già presenti in azienda e a quelli che sarebbero stati assunti negli anni successivi.

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2. La Sfida

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È nato così il Crosskill, un piano di Induction che, come si può intuire dal nome, ha proprio l’obiettivo di trasferire ai partecipanti tutte le competenze trasversali utili ad interpretare al meglio il proprio ruolo all’interno di una organizzazione grande e complessa.

Ma altro importante obiettivo è quello di favorire la creatività e la capacità di lavorare per progetti, proponendo ai partecipanti dei lavori di storytelling in sottogruppo che vengono filmati e che si trasformano, al termine del percorso di induction, in veri e propri “corti” d’autore, girati, sceneggiati e interpretati in maniera magistrale!

Quindi le soft skill potenziate durante il corso – comunicazione, pensiero laterale, gestione del tempo, lavoro in team, decision making e problem solving – vengono messe subito in azione al servizio di questo progetto creativo.

E la fantasia creativa dei giovani laureati di Leonardo Elicotteri è veramente inesauribile, sfatando anche qualche luogo comune, dato che la maggior parte dei partecipanti sono ingegneri aeronautici e aerospaziali…

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3. Il Progetto

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Il Crosskill è un percorso sulle competenze trasversali che come ricchezza di contenuti e investimento aziendale probabilmente ha pochi eguali nel panorama dei corsi che le grosse aziende dedicano ai Millennial.

L’edizione 2019 del programma di induction ‘Crosskill’ sta coinvolgendo 60 partecipanti, suddivisi in 4 aule da quindici persone ciascuna che viaggiano in parallelo con uno sforzo organizzativo e di pianificazione non indifferente, considerando che si parla di 7200 ore di formazione erogate nell’arco di circa 4 mesi!

Ogni edizione si arricchisce di nuovi spunti e viene parzialmente riprogettata sulla base delle possibili mutate esigenze dell’azienda cliente e sui feedback dei partecipanti delle edizioni precedenti. Lo definiamo un percorso di induction perché è destinato a una popolazione di giovani laureati con mediamente un paio d’anni di esperienza aziendale, ma in realtà per la sua struttura, per la completezza degli argomenti trattati e per la seniority dei docenti coinvolti diventa un vero programma manageriale di base.

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4. I contenuti del corso sulle competenze trasversali

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Di fatto in aula si parla di comunicazione efficace, di capacità negoziali, di motivazioni individuali, di senso di responsabilità, di sensibilità nei confronti delle esigenze dei clienti e dei colleghi, ma anche di elementi organizzativi, di come interpretare l’azienda e vivere i valori di impresa con i propri atteggiamenti quotidiani. A ciò si affianca il progetto di Storytelling cui abbiamo già accennato, con la creazione di storie filmate che toccano i temi della multiculturalità e dell’integrazione tra funzioni, dove i ragazzi mettono alla prova il loro problem solving, le loro competenze digitali e soprattutto la loro capacità comunicativa. Per aggiungere un po’ di pathos finale, da qualche anno i filmati prodotti dai partecipanti vengono presentati in “prima visione” ad un gruppo di rappresentanti della funzione hr e di manager aziendali, tra i quali molto spesso ci sono i capi diretti degli stessi giovani cineasti!

Il Crosskill infine serve a conoscere meglio la complessità di un’azienda come Leonardo. E quindi, come fondamentale elemento del programma di induction, ai trainer di AdActa Consulting si alternano come testimonial i manager di Leonardo Elicotteri, i quali portano ai loro più giovani colleghi, con entusiasmo e passione, un prezioso contributo di conoscenza dell’azienda e dei suoi processi interni.

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5. I risultati raggiunti insieme

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Negli ultimi cinque anni circa 300 giovani laureati hanno partecipato al Crosskill. Alcuni di loro hanno già assunto posizioni di responsabilità o si stanno accingendo a farlo. È per noi motivo di grande soddisfazione poter contribuire allo sviluppo professionale delle nuove generazioni manageriali di questa grande azienda.

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