4 Ways Leaders Manage Talent More Strategically

A woman in the foreground looks at many employees in the background

We define talent management as an organization’s ability to acquire, develop, engage and retain talent that propels the business strategy forward in a way that fits their unique situation and corporate culture.

Acquiring Talent
It’s one thing to hire talent when you learn that there’s a slot to be filled. The recruiting and interviewing process begins; it takes time and resources. That’s the way most organizations reactively acquire the talent they need. It is an entirely different and more effective approach to have the right qualified talent pool at the ready to be behaviorally interviewed as soon as the need is identified.

Developing Talent
It’s one thing to design and develop learning and development programs based upon competency models and measured by participant satisfaction scores. It is an entirely different and more impactful approach to design and deliver action-learning solutions directly linked to relevant strategic business initiatives and measured on their ability to change behavior and improve on-the-job performance.

Engaging and Retaining Talent
It’s one thing to reactively offer a promotion or a raise when an employee threatens to jump ship. It is an entirely different and more proactive approach to measure employee engagement and to implement engagement and retention programs based upon candid and consistent employee feedback in a manner that aligns with your talent management strategy and corporate culture.

If you want your talent to matter, implement a proactive and forward-looking talent management strategy that:

  1. Creates Strategic and Cultural Alignment
    When employees understand where the company is headed and the path required to get there, they can better understand and commit to how they contribute directly to overall success. The more each and every job role fits with what the business needs, the higher the level of strategic alignment.From an organizational culture perspective, we believe that strategy and people must go “through culture” to get work done. So the more purposefully your culture (the way work gets done) aligns with your business strategy, the easier it will be for you to hire, develop, engage and retain the talent required to thrive in your unique environment.Alignment enables employees to feel greater allegiance to their team and perform at a higher level because they are more fully engaged. And as team goals are shared across the company, managers are encouraged to find better ways to support each other…all in the name of working more efficiently and effectively toward common goals based upon agreed to beliefs, norms and assumptions.
  2. Is Proactive
    Make sure the right capabilities and competencies are in place for your future needs. Try to plan ahead for any changes in in your work or marketplace. Have a robust succession plan…not just for leadership roles but also for your essential internal talent capabilities. Develop the internal talent you will need for the future so they are ready to take on additional roles and responsibilities as the company grows and changes.
  3. Encourages Transparent Knowledge Sharing and Free Information Flow
    Our recent organizational alignment research found that transparent and timely information flow demonstrated the fourth strongest influence between high and low performing companies. Significant breakdowns can occur when one department does not know what another is doing. A lack of transparency can create redundancy or, worse, set up conflicting performance measures, objectives and reward systems. Instead, promote collaboration between functions. The knowledge of where to turn combined with the unencumbered ability to find what you need, when you need it, is a potent ingredient to an agile and high performance work force.
  4. Exposes and Rewards Performance Fairly and Accurately
    High performance organizations know that different talent contributes differently. Because of this, winning organizations measure employee performance regularly so they can compensate according to actual on-the-job results and behaviors. Employees are thus encouraged to stretch to reach their potential in a way that aligns with corporate values. Engaged, motivated employees are employees who stay…they are not retention risks because they are continuously challenged to develop their talents and grow with the company.

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We signed up with LSA early on–as their 22nd Member! Since then, our organization’s learning needs have increased and decreased and increased again with the changing times. The beauty of the LSA business model is its flexibility…when we needed to supplement our own internal resources, we used LSA services knowing that we could depend on the outstanding quality of the leadership development and management training programs they provide.

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