Nurturing Spirits, Crafting Leaders
Developing early-career associates into exceptional leaders is an integral part of Southern Glazer’s Wine & Spirits.
Through the company’s Next Gen Leadership Program (NGLP), recent graduates are offered rotational assignments, continuous training, leadership development, mentoring and networking opportunities. This two-year program is designed to cultivate and retain young talent, with its first graduating class just having completed the program this past August.
“We are committed to building a best-in-class rotational program that complements our portfolio of development initiatives and attracts top undergraduate talent,” says Christy Barnum, vice president, talent management and development, Southern Glazer’s. “Our ultimate goal is to create a strong pipeline of high-potential associates and retain them through comprehensive development, world-class training and clear career advancement opportunities.”
Next Gen Training and Leadership Components
According to Barnum, the company’s Next Gen Leadership Program offers a comprehensive blend of formal and informal development opportunities designed to build leadership capability and industry expertise. The formal components include interview workshops, presentation skills training, personality assessments such as DiSC and globally recognized certifications like WSET.
“Complementing these are informal experiences through high-impact projects, mentorship roles and active participation in program committees,” Barnum says. “Together, these elements equip associates with the skills, confidence and perspective needed to excel in leadership roles and drive business success.”
With the thorough training that Southern Glazer’s provides, Next Gen associates have delivered high-impact projects across critical business areas such as Commercial Strategy, Finance, HR, Supply Chain and Trade Development, according to Barnum.
“Past assignments have included pricing optimization, route-to-market initiatives, multicultural marketing, third-party logistics, commercial digital best practices, market execution enablement and supply chain analytics,” she says.
These projects not only help drive measurable business results but also provide associates with invaluable, hands-on experience that accelerates their professional growth and prepares them for future leadership roles.
Performance Evaluation and Feedback
Associates receive ongoing coaching and developmental feedback from both the program team and their rotation managers to support growth and ensure progress toward individual goals, according to Barnum.
This continuous feedback process culminates in an annual performance evaluation aligned with Southern Glazer’s performance standards, providing a clear, structured assessment of achievements and development areas.
Upon completion of the two-year program, Barnum explains that full-time placement decisions are guided by a comprehensive evaluation of each associate’s performance, strengths and career aspirations.
“To ensure a smooth transition, Talent Acquisition team members work closely with associates to navigate final opportunities, while the program team provides personalized coaching throughout the interview and offer process,” she says. “We prioritize flexibility in job placement to achieve the best fit for both the associate and the business, fostering long-term success and engagement.”
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