Several years ago, Walmart realized that they were capable of building new stores faster than they were able to prepare new store managers. They also realized that in addition to the skills necessary to operate a large Supercenter, store managers needed the ability to think critically and make decisions under pressure. To develop these skills, Walmart turned to a global consulting firm, McKinney Rogers, to create a leadership academy based on military training similar to boot camp. 

Walmart isn’t alone in their concern for new leaders. A recent survey indicates that nearly 40 percent of first‐time leaders fail. The number one reason is a lack of training in interpersonal skills, including listening, empathizing, and involvement. Without these skills, success is a struggle

The leadership academy career development program at Walmart pulls high‐potential employees that are currently store managers, merchandising managers, operations managers, and shift managers out of their jobs for 2 weeks at a time for activities designed to help them relate to employees, solve problems, and work under pressure. After 2 weeks, they return to their stores for 2 weeks, then return to training for 2 weeks, repeating the cycle four times. Activities include boot camp style exercises, decision simulations, and community service projects such as building homes for low‐income families or volunteering at children’s hospitals.

Over 500 managers have graduated from the leadership academy, and 74 percent of the graduates have been promoted at least one level within 18 months of graduation. Those selected for the program report feeling valued and empowered, knowing their promotion potential increases dramatically following completion of the academy. One participant felt that the program was so valuable, she’s now one of the directors of the academy, explaining “The leadership academy is not a one‐time thing. It’s designed to help leaders progress in their careers at Walmart. 

Questions: 

1. What value does the leadership academy offer to the individual in terms of career development?

2. In what ways does the leadership academy benefit Walmart in addition to increasing the number of managers capable of running a supercenter?

3. What characteristics would you look for to identify “high potential” employees to participate in the leadership academy?

4. Research: Look for examples of other companies that have established leadership academies. In what ways are they similar or different from Walmart? What are their objectives? How successful are they? Would you consider participating in a leadership academy?