IATA needs to retain, motivate and develop employees who are high performing leaders in order to:
- Support the successful implementation of IATA's vision
- Facilitate the succession planning mechanism
- Increase the overall quality of management at all levels
- Encourage "new/fresh" approaches to speed up business processes and challenge current management and organizational assumptions
In order to fill this need, IATA has created the Global Leadership Development Programme (GLDP). In GLDP, IATA has identified a limited number of employees having leadership potential (i.e. ideas, values, energy, edge and high cultural awarness) and potential for promotion to positions of greater responsibilities. These individuals are being offered development opportunities as well as specific management support.
The programme operates at all levels of the organization
- Junior Global Leadership Development Programme - for Assistants/Assistant Managers with potential for Manager/Assistant Director positions
- Senior Global Leadership Development Programme - for Managers/Assistant Directors with potential for Director positions
- Premium Leadership Development Programme - for Directors with potential for executive management positions
The Global Leadership Development Programme does not give the selected employees any special status, guarantee for promotion or financial reward. GLDP status is not a prerequisite for selection for a position in a higher band. The rewards of GLDP participation are professional challenges, visibility, exposure, opportunities, management monitoring and coaching. GLDP is an open and dynamic process with selection of new participants made annually.