Phillips Edison develops leaders with Innovation Labs program
Salt Lake City - Phillips Edison & Co. is introducing a new program created to empower and prepare emerging leaders for a successful future. Innovation Labs is a professional development series that places associates from various departments on a team and assigns a real-life challenge facing the company.
Teams must draw on leadership, creativity and critical thinking to develop a solution that executive-level management will review for implementation. Presented by PECO University, Phillips Edison’s professional enrichment and education program, and Westminster College of Utah, the program begins with a two-day kickoff at Blue Sky Ranch in Park City, Utah. Westminster faculty guides participants through team-building exercises and academic presentations focused on topics such as change management and strategic communication. The team then meets to discuss how lessons that are learned through the presentations and activities can be applied to workplace and management practices.
Following the kick-off, teams have 60-90 days to utilize the skills and information gained from the instructional sessions to evaluate the issue presented and develop a creative solution. Westminster staff members provide coaching throughout the process and assist teams in establishing a plan of action.
The goal of Innovation Labs is to internally cultivate the company’s future talent and create a team of highly qualified leaders.
“We want to make innovation part of our DNA,” said Jeff Edison, CEO of Phillips Edison. “Fostering innovative solutions is what allows us to adapt and take advantage of our ever changing retail market, These types of programs allow our associates to grow and develop as leaders both personally and professionally, and we feel with the right mentorship and guidance, our associates will emerge as some of the most innovative and talented leaders in the industry.”
The 14 associates chosen to participate in the first Innovation Lab represent multiple departments, skill sets, and years of experience both within and outside of Phillips Edison. Many of the participants were identified as emerging leaders during Phillips Edison’s talent review process, while others were invited to participate following a nomination process opened up to managers and department heads. Going forward, Phillips Edison hopes to host two Innovation Labs per year in order to continue developing their culture of innovation and employee enrichment.