Inside GE: The Session C Development Process

In late June when General Electric Company Chairman and CEO Jeff Immelt announced that GE would
reorganize its 11 businesses into six industry-focused segments, he pointed out that the company has
a profound commitment to investors that we will always attract, train and promote great people.
His words undoubtedly had a personal impact for the countless numbers of GE employees who have
gone through the companys highly praised, annual integrated business and leadership process called
Session C.
Each year, GE businesses and staff review their needs and related human resource requirements
during a four-step process called the Organization and Staffing Review, or Session C, that lets GE
employees analyze their own work habits and then determine areas that could use improvement.
Session C is unique in that its a bilateral focus on the individual and the company. For the individual, it
encompasses feedback, development and career. On the company level it addresses organizational
issues, leadership, and initiatives.
In the first cycle, Know Yourself, each employee completes an online self-assessment. This features
an updated resume, an assessment of strengths, development needs, career goals, and opportunities;
and detail of annual achievements. It's a process that creates the basis for a larger evaluation of
business needs and capacity.
During the second, Organizational Feedback cycle, managers review the online assessment with their
direct reports and hold in-depth discussions that focus on performance, career interests, and
development needs.
The third cycle provides direction and centers on career options. Leaders of businesses and functional
units will review the online assessment information, examining representation of business teams and
considering any present or future gaps in leadership as they relate to both diversity and business
needs. During this stage they identify individuals for advancement and specify key developmental
roles necessary to achieve that advancement.

Finally, the fourth step consists of development planning and actions designed to implement the
review processes. This stage is expedited by such enhancements as GEs job posting system, which
details information on positions up through the senior professional band. Additionally, it is globally
accessible to the organizations professional workforce. Meanwhile, in-depth descriptions of the key
competencies necessary to advance within each function are available on GEs Intranet sites.
The overall process is bolstered by the PIE (performance, image, and exposure) career model
developed by noted author Harvey Colemanthat helps employees to further examine their career
advancement options.
In the first quarter of the succeeding year the process is again launched, and is enriched by drawing
on the prior periods knowledge base.
To further enhance their ability to succeed, GEs corporate university in Crotonville, N.Y. offers training
courses at each employee band level. As top executives and others have noted, the Session C program
and other initiatives enable GE to identify and retain talent, while continuing to develop diverse
leadership.