Career Growth & Development
Developing Great ITW Leaders
We value learning by doing.
Our people are the powerful force behind our success – that’s why we invest our time and resources into helping them grow their skills and interests. When we do, they get closer to reaching their full potential, and they make all of us better in the process.
Our decentralized, entrepreneurial culture and diversified businesses make it possible for ITW team members to stay curious and explore passions while learning new areas of the business. No matter what segment or division our people start in, they can grow their career at ITW. The ITW Business Model gives us the tools to focus on what is most important, and we are grounded in our values of Integrity, Simplicity, Trust, Respect and Shared Risk.
Enhancing the Colleague Experience
In support of our aspiration to be a great employer, ITW developed a data-driven framework to ensure colleagues around the globe have a consistent experience and to articulate what all colleagues can expect at ITW. The following four core commitments articulate what all colleagues can expect at ITW.
Developing Future Leaders
We know our long-term success relies on our ability to develop and retain talent, which is why we utilize the Great ITW Leader Framework to define leadership capabilities and help colleagues reach their full potential.
Great ITW Leaders are expected to:
- Be experts in the practice of the ITW Business Model
- Make great strategic choices
- Deliver great results
- Be great talent managers
- Provide strong leadership
No matter where you’re at in your career journey, we’re committed to providing unique and relevant development opportunities to strengthen your Great ITW Leader traits.
Professional Development Across the Enterprise
We strive for all colleagues to “own” their careers and feel valued for the work they do. We grow our own talent from the inside, providing the tools and resources to help our people get where they want to go with their careers.
Across our seven industry segments and 84 divisions, we use the 70-20-10 professional development model, which supports how our colleagues learn best: 70% from challenging on-the-job experiences, 20% from hands-on coaching and feedback and 10% from formalized training and coursework.
