Rewriting the rules for hiring great leaders
Every organization and an individual is defined by a set of values that one stands for.
The fabric of Kellogg culture is defined by what we call K Values. These values help to define what makes our organisation and our people special and guide the way we run our business. They are at the core of who we are, what we believe in and what brings us together as One Kellogg family. These values are integrity, accountability, passion, humility, simplicity and finally, love for success.
One thing that sets Kellogg apart is our Soul of a Start-Up (SOS) culture which is all about having an owner’s mindset and entrepreneurial spirit. The SOS culture helps us drive an element of a growth mindset, smart risk-taking, accountability, passion for our foods and an engaging culture.
While scouting for talent, we always put the lense of K Values at the core to assess leaders who will be a natural fit to our culture. These values form an intrinsic part of a leadership journey within the organisation. We look up to our leaders to act as the custodians of our culture, ones who can act as role models and embody the K Values, even during challenging times. We expect leaders to constantly challenge the status quo, stretch themselves and the teams beyond their comfort zones, take risks, and try new ideas and ways of working to grow the business.
What do we look for when hiring a leader:
Acts With Integrity and Shows Respect - Shows respect for and values all individuals for their diverse backgrounds, experiences, styles, approaches, and ideas.
Accountability & Ownership - Takes personal accountability for his actions and results
Is Passionate - Promotes creative and innovative ideas and solutions through a positive, energizing, optimistic and fun environment
Humility and Hunger to Learn - Values openness and curiosity to learn from anyone, anywhere; Learn from mistakes and successes in equal measure
Strives for Simplicity - Works across organizational boundaries/levels and breaks down internal barriers and strives to simplify processes
Loves to Succeed – Envisions success for the organisation and raises the bar for the team to accomplish results and win
Nurtures talent – Ability to spot, nurture and take punt on the talent to feed succession
Hiring, on-boarding and integrating a leader is one of the most critical pillars of an organisation’s future. Therefore, organisations should spend the careful thought of the kind of leaders they want to on-board as this will determine the roadmap for them for years to come.
