May 17 Dinner Meeting
The Leaders Role in Driving
Vice President, Learning & Development
May 17, 2011
The Leader’s role at ABSS
How our leadership group identifies and communicates goals and
Ensuring that our work supports our goals
Do our people support our work (in support of our goals?)
Processes that support our people
Leaders Role in driving execution
What’s expected of an AlliedBarton Leader?
Choosing, assessing and supporting our Leaders
Headquarters in Conshohocken, PA
Largest American-owned security company (#2 worldwide)
55,000 employees & growing!
Over 100 offices nationwide
Over 3,200 clients
Over 8,000 individual sites
200 Fortune 500 companies
Sectors served include:
Commercial Real Estate
Defense & Aerospace
Petroleum & Chemical
Leading Provider of Background Screening
Over 2,000 clients
More than 40 years in business
Over one million tasks completed yearly
Backed by AlliedBarton Security Services
Workforce Management Hot List Recognition
Founding member of NAPBS (National
Association of Professional Background
Brief Company History
Allied is the largest uniformed
security provider in Western, PA.
SpectaGuard is founded
in Philadelphia, PA.
SpectaGuard establishes a corporate
headquarters, and achieves a record
$10 million in sales.
SpectaGuard is purchased by
Gryphon Partners of San Francisco
and acquires Effective Security
Systems, a New York firm.
Allied Security is founded
in Pittsburgh, PA.
Allied opens its second office
in Cleveland, OH.
Allied is operating on a
national scale, with over 30
offices coast to coast.
SpectaGuard retires from
event security to focus on
Brief Company History (cont.)
Allied purchases PSB and SSI
MAFCO purchases Allied Security
Allied and Barton merge and
become AlliedBarton Security
AlliedBarton purchases Fox
SpectaGuard acquires Allied
Security and names itself Allied
Security becoming the 3rd largest
security firm in the US
AlliedBarton purchase Initial
AlliedBarton purchase HR
AlliedBarton is purchased by
The Blackstone Group
Core Purpose & Values
Begins during initial training
Integrated into communications
Modeled by managers
Supported by programs
Leadership – Stakeholder Leverage
Employee Value /
attitude by 10% and
customer service by 4%.
“Leading the Brand”
Leadership Creates Value:
What Value Does Leadership Provide?
Leadership is Good Business
The Leader’s Role at AlliedBarton
AlliedBarton Leaders are always expected to:
Lead by example.
Promote and embody our culture, values and beliefs with passion.
Assume ownership for our company’s success.
Develop your employees.
Take ownership of issues and proactively find solutions.
Take responsibility and do the right thing.
Project energy and enthusiasm.
You are part of a team and have a responsibility to everyone on it.
Communicating Organizational Priorities
Strategic Focus Areas:
Enhanced Growth and Profitability
Quality Control and Assurance
engage to high performance
One of AlliedBarton’s Leadership Drivers is Drive Execution.
Successful execution primarily depends upon
how well each team member understands the
goal and his/her roles.
Clear and direct communication helps to create
alignment, commitment, and focus on the right
All stakeholders must hold themselves
accountable for fulfilling their role in order to
implement change successfully.
Change leaders proactively solve problems by
effectively collaborating with others.
Drive Execution - Competencies
Engage to high
Promote our Culture and
Recruit & Hire Great
through Trust &
Coach and Develop
1 Set of Values
Failing to deliver results
Business & Technical
Optimize Balance of
Fiduciary Risk /
Build CustomerFocused Environment
Own issues and find
Influence with Skill
Lead Change with
Instill focus on both
short & long term
Project Energy and
Exhibit Creativity &
LIVE OUR VALUES…
Growth – Responsibility – Empowerment – Achievement – Trust
While NOT exhibiting Derailing Behaviors…
Being exclusive vs. inclusive
Failing to take a stand
Over leading and under managing
The Competencies come directly from the Dare to Be Great Blue Print for Success which outlines our cultural, management and
leadership philosophies and beliefs that deliver the AlliedBarton brand experience.
The competencies describe the “expected” performance in “key” areas and are the same for all management level employees.
Each competency has two overall behaviors that are “Management Level Specific that establish key performance standards.
Does our strategy match our 2010 – 2010 SFA Plan?
Has the SFA plan and strategy been properly communicated?
Does the work we do support the our goals?
Are the right people in the right place?
Do they have the support they need:
To execute at a high level in their current role
Take on additional authority / responsibility
– Leadership Model
– Performance Review
– Succession Plan
– Customer Retention
– Employee Turnover
– Year-over-year Growth
– Net Promoter
Our Next Generation of Leaders
Internal (continuity) and External (diversity) candidates
Training & Development
AlliedBarton Security Services