“Four Cs of Success” from Abbott’s Global VP

March 25, 2016 9:18 pm

By Sheryl Estrada

Vildan Kehr, Divisional Vice President of Global Talent Acquisition at Abbott

Vildan Kehr, Divisional Vice President of Global Talent Acquisition at Abbott

Vildan Kehr has held many roles at Abbott, climbing the ladder of success from Director to Divisional Vice President of Global Talent Acquisition.

Based on her background and her experience she’s come up with what she calls, “Four Cs of Success,” which she believes are applicable whether you work in the U.S. or globally: Change, Courage, Curiosity and Customers.

1. Embrace change: You have to be willing to change. “One job the criteria may not make you successful on another job. This changing process is fundamental to your success.”

Kehr was born and raised in Turkey. “My dad used to work for the government and my mom was a science teacher,” she explained. “So my upbringing was an interesting one.”

Every two years her father’s job required the family to move. “I had to go to different schools in different cities,” she said. “By the time I went to high school I had already gone to five different schools.”

Kehr said the transitions she experienced in her childhood now serve her well as a global executive.

“To be a global leader, you need to really, truly understand change, and it needs to be a part of who you are,” she said.

Kehr began her current position of Divisional Vice President of Global Talent Acquisition at Abbott in 2011. She leads global strategies for human capital planning, employer branding, divisional and executive recruiting, global sourcing, diversity and inclusion and compliance, university relations and development programs, social media recruiting and talent acquisition global systems and technology.

Kehr’s previous leadership positions within Abbott include Talent Acquisition Director of Pharmaceuticals Group, Talent Acquisition Head of Corporate Functions and Director of International Talent Acquisition.

2. Have courage: You have to take risks, especially in a global career. “When you look at my career, I always took the role that required either turnaround or a start-up type of a job or required some kind of an improvement.”

“You can tell from my background that I got a lot of different opportunities in different divisions, different functions and different areas [at Abbott],” she said. “Ultimately all these moves prepared me to be a better strategic problem solver.”

VILDAN KEHR
Current Position: Divisional Vice President of Global Talent Acquisition at Abbott (No. 14 on The 2015 DiversityInc Top 50 Companies for Diversity)


Previous Positions: Talent Acquisition Director of Pharmaceuticals Group, Talent Acquisition Head of Corporate Functions and Director of International Talent Acquisition at Abbott


Education: Bachelor’s Degree in Business Administration with a concentration in Marketing and MBA with Finance emphasis

During her career at Abbott she has effectively led the global team through mergers and acquisitions, laid the groundwork for AbbVie’s talent acquisition efforts when Abbott spun the division off in 2013, and managed global teams of thousands of employees.

The ability to explore different career opportunities is one of the reasons Kehr said she enjoys working at the global healthcare company with a “strong heritage and track record of business success.” She also said Abbott provides meaningful work as the company creates healthier lives around the world through quality and innovation, and she appreciates its inclusive culture.

3. Be curious: Never stop asking questions. “If you feel like you’re reverting to comfort zones, something is not right.”

“I came to the United States in 2001,” Kehr said. “I was so self-conscious about my accent. I know how being different feels.”

Kehr said those experiences have made her passionate about fostering inclusive cultures at Abbott.

“Nearly 50 percent of our global workforce is women,” she said. “Over a 10-year period we have increased our representation of under-represented people in management by 50 percent. When you look at our early intake program, more than 50 percent of our U.S. interns this year are women. And more than 50 percent of our U.S. interns are Black, Latino and Asian.”

4. Know your customers: Whether it’s internal stakeholders, your peers or outside customers, you have to understand what they want and need. “Knowing who you’re serving to and what their needs are. Building credibility can absolutely be a career accelerator.”

Kehr shared that her father was her “first and greatest mentor.”

Seeing him work hand-in-hand with his staff, talking to suppliers and understanding their needs as well as those of the market, resonated with her.

“I learned very [early] in my life, when you really spend time with your customers, staff or patients you genuinely learn and it makes you a smarter strategist,” she said.

“When you have 70 percent of your business outside the U.S., you have to be relevant in these markets from a diversity and inclusion perspective,” Kehr said.

She explained that for Abbott to remain relevant and continue to be strong in international markets, it’s essential to uphold leadership qualities and values that embrace the domestic diversity and inclusion processes.

“We started globalizing a lot [of] leadership action networks,” she said.

Kehr explained that leading global and diverse teams has been her greatest learning experience at Abbott. It was the type of hands-on training she said could only be obtained through experience, and not in an MBA class. In her most recent role, she was based in Singapore and led the initiatives to globalize talent acquisition function and build capabilities in emerging markets.

“It was absolutely a wonderful growth opportunity for me,” she said.

 

 

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