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Workplace Culture & Talent Development

Our ITW Culture defines who we are as a company, how we lead and how we make decisions. We strive to ensure our culture is deeply and consistently applied across the company while giving our colleagues “flexibility within the framework” to achieve success. We are guided by the imperative of growing, developing and retaining talent at all levels who can translate ITW Business Model expertise into full potential performance.

Our ITW Culture

We believe ITW’s Decentralized, Entrepreneurial Culture is the key element that drives the highly effective and efficient conversion of strategy into action and action into results that matter. Our approximately 43,000 global colleagues thrive in an environment that empowers them to think and act like owners. They experience significant autonomy, a sense of shared ownership, and a work atmosphere deeply rooted in our core values of Integrity, Simplicity, Trust, Respect and Shared Risk.

We invest in our colleagues through professional development, challenging on-the-job experiences and long-term career growth opportunities. We recognize and reward colleagues who perform well and have a strong preference for promoting our internal talent.

Building a Pipeline of Great ITW Leaders

ITW’s long-term success relies on our ability to develop talent at all levels of our organization and build a long-term sustainable pipeline of Great ITW Leaders who can translate ITW Business Model expertise into full potential performance. We utilize the Great ITW Leader Framework to define the leadership capabilities and attributes that guide our leadership assessment, development and selection decisions.

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

 

 

Attracting Early-in-Career Talent

Internships and educational cooperatives are key elements of our global talent strategy and center on giving students a breadth of real-world experience. We strive to attract a diverse pool of talent that will grow with us from intern to entry-level hire. Interns are offered challenging on-the-job opportunities and coaching and feedback to support their development. The purpose of our internship program is to allow interns to develop a strong network, gain exposure to our diverse businesses and develop their knowledge to prepare them for long-term career success at ITW.

 

Developing Leaders Across the Enterprise

We encourage ITW colleagues to develop and build critical skills using the 70-20-10 professional development model, which highlights and supports how our colleagues learn and develop best — 70 percent from challenging on-the-job experiences, 20 percent from hands on coaching and feedback, and 10 percent from formalized training and coursework.

As a component of our culture, we find value in supporting the development needs of our colleagues based on their individual role, career aspirations and priorities. Across our seven industry segments and 83 divisions, we offer development opportunities that fully leverage the breadth and diversification of our portfolio to promote long-term career growth. We expect colleagues at every level to “own” their careers by utilizing the performance management and development planning resources ITW offers to build the critical skills necessary to meet the needs of their role and beyond.