In the pharmaceutical industry, career development often follows a linear path, limiting options for employees seeking broader growth. Recognising this gap, AbbVie, a global biopharmaceutical company, introduced the Catapult programme, a tailored initiative designed to offer employees opportunities beyond traditional trajectories, such as roles in marketing, business analytics, and sales training.
“Many individuals desired to explore different functional areas beyond the traditional trajectory,” says Natasha Tiwary, country HR head, AbbVie India. “Our traditional training model, which primarily focused on building leadership and analytical skills, did not support these diverse aspirations. Hence, Catapult came into existence.”
Tailored career tracks
The Catapult programme offers three distinct career tracks: leadership, marketing and product branding, and business excellence. Each track is designed to align with specific competencies and skills, allowing employees to pursue paths that match their strengths and career goals.
The leadership track focuses on team leadership and strategic decision-making. The marketing and product-branding track is for those interested in brand strategy and market growth. The business excellence track caters to roles in sales training, analytics, and operational strategy. This flexible structure enables employees to align their career choices with personal strengths, fostering growth and innovation within the organisation.
“Many individuals desired to explore different functional areas beyond the traditional trajectory. Our traditional training model, which primarily focused on building leadership and analytical skills, did not support these diverse aspirations. Hence, Catapult came into existence.”
Natasha Tiwary, country HR head, AbbVie India
Comprehensive assessment
Catapult employs a multi-layered assessment framework to support these career tracks. The process begins with an aptitude test to measure current competencies, followed by a case-study presentation to assess both core and specialised skills. The final stage is a business simulation that tests decision-making, problem-solving, and collaboration in real-world scenarios.
“Each stage of this assessment focuses on key competencies, and the combined scores determine the gaps for each individual in their chosen career track,” explains Tiwary. The evaluation techniques provide a clear roadmap for development, helping participants identify areas for improvement and strengths to build upon.
Customised development plans
A standout feature of the Catapult programme is its commitment to customised development plans. After the assessment, participants receive detailed reports outlining their strengths and areas for improvement, complemented by feedback from external assessors.
This process leads to the creation of an individual development plan (IDP), which includes specific action items, timelines, and measurable goals. Regular feedback sessions and quarterly reviews ensure participants stay on track, enabling continuous learning and growth.
“The plan includes specific action items, timelines, and measurable goals, ensuring that development is targeted and effective,” says Tiwary. This approach empowers participants to take ownership of their development, with support from their managers and the organisation.
Balancing technical and soft skills
Understanding the unique demands of the pharmaceutical industry, where both technical knowledge and soft skills are crucial, the Catapult programme incorporates a balanced development approach. It addresses both technical competencies, such as business acumen and analytical skills, and soft skills like leadership, communication, and customer-centric thinking.
“While Catapult does not impart scientific knowledge, it does address behavioural learning, particularly leadership development, aligned with the company’s ‘Ways We Work’, a five-point charter outlining expected leadership behaviours,” asserts Tiwary.
The programme follows a 70-20-10 learning model: 70 per cent of learning comes from on-the-job experiences, 20 per cent from mentoring and coaching, and 10 per cent from formal training. This approach ensures that employees develop both the technical and soft skills needed to succeed in a dynamic business environment.
Impact and future direction
Catapult has already shown significant success. “We’ve observed a significant level of cross-pollination of talent within the organisation. Around 43 per cent of participants in the programme over the last few years have transitioned into new roles, many of which are in different functions than their previous ones,” says Tiwary. This mobility indicates that Catapult is more than just a career-development tool; it is a catalyst for organisational agility.
Looking forward, AbbVie plans to diversify the Catapult programme beyond its current focus on commercial career paths. “Our goal is to integrate more functional expertise and talent from other areas, making the programme more functionally diverse,” concludes Tiwary.
AbbVie’s Catapult programme is redefining career development by offering a flexible, strategic framework for nurturing and retaining top talent. As the pharmaceutical industry evolves, AbbVie’s approach provides a compelling model for how companies can invest in their most valuable asset: their people.
