Do Not Neglect to Nurture and Grow Your Top Talent

Picture of a tree representing how to grow attract, engage and grow your top talent

There are lots of excuses for neglecting to identify, nurture and grow your top talent. The most persuasive is that the company is moving so fast you have little time to think forward…you can only hope to keep up with demands and pressure for the present.

But leaders who do not nurture and grow your top talent can be making a big, and potentially, disastrous mistake. Why? Because, to perform over the long-haul, you need the best talent. Where are you going to find your next crop of leaders if you don’t keep your talent pipeline filled with both internal and external candidates?

Here’s what you need to do:

1. Map your talent strategy to the business strategy (and culture too)
Your plan for talent should not be created or implemented in a vacuum. For a talent strategy to work, it needs to be fully aligned with your overall business strategy and 100% supported by the leadership team. It must also align with the current (not desired) organizational culture for it to have a chance to succeed. The goal? Build the talent you need to implement your business strategy in a way that aligns with and strengthens the way people think, work and behave.

2. Establish key talent metrics
Know what matters most. For many this means setting up definitions for current and future job roles and responsibilities that include how you will measure success in terms of performance and what the parameters of compensation will be. These success metrics should be transparent. Each employee should know how their job is described, specifically what is expected of them, how they will be measured and how they will be compensated.

3. Attract and retain the talent you want by
a. Creating a relevant and robust learning and development program. This will serve two purposes: first, you can build the critical skills you need in your current work force. Second, you can better attract ambitious learners from outside the company. One simple and cost-effective way to enhance your learning and development program is to set up a mentoring system whereby more experienced workers pair up with high potentials. An organization that values learning and invests in their employees is appealing to job candidates.

b. Establishing career paths for promising employees so they can envision a future where they can contribute to the company in ever more challenging roles.

c. Ensuring employee engagement.Keep tuned in to your most critical employees to know what they are thinking and where their interests lie. Maintain an open and trusting relationship so you can keep them productive and fully engaged.

For more information on how to nurture and grow your top talent, please download The Top 5 Training Strategy Mistakes to Avoid

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Thoratec

Understanding and conforming to legal compliance was very important to our company. We turned to LSA Global to provide a quality and cost effective way to ensure that we were AB 1825 compliant. Their interactive eLearning program was top-notch. It allowed our managers to learn at their own pace, and on their own time. The program was tailored to include our logo and our internal harassment policies. It was interactive and met all federal and state legal requirements. I would highly recommend LSA Global to any company looking for an efficient and effective and top quality way to train their managers to be in compliance.

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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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HR Manager

LSA has been a tremendous asset to my portfolio, both at my current company and my past company. As an HR leader, I am always looking for ways to find external resources that can provide a solution to our management training needs. LSA does that for me. Their solutions are presented in a much more leadership-oriented manner so as to be crisp, business relevant, and easy to apply right back on the job. I will continue to augment our programs using LSA solutions.

Ken Boehm
VP of Human Resources

I’ve partnered with LSA Global at two companies now, and I consider them a valuable and trusted training and consulting resource. They recommended just the right solution to address our management development needs and have wonderful facilitators that match YuMe’s culture and style of our management team. I would highly recommend LSA Global to any company wanting to deliver quality learning solutions with a valuable learning and development partner.

Maya Paul
HR Director

We engaged LSA to design and deliver a 6-month custom executive coaching program for a group of our key leaders. The focus of the program was to help a core group of senior leaders to leverage previous investments in management training, to ensure the engagement and retention of key employees, and to push critical strategic initiatives forward. Even with the high expectations of our senior people, LSA has completely exceeded our expectations. I would recommend them to anyone looking to create and implement a custom coaching methodology using proven tools to drive true change.

Ivan Fukumoto
Senior HR Manager - Staffing, Training, & Development

LSA provided top notch solutions right when and how we needed them. They exceeded my expectations from a speed, quality, and cost standpoint. I recommend them to anyone looking for a true business partner in the Learning and Development arena. The breadth and depth of their expertise has helped us hit tight deadlines across multiple projects.

Fortune 500 Financial Services Company
Director of Infrastructure & Technology

In the Next Generation Management Development courses, I was trained with skills and tools that have made me and my team more productive, motivated, and successful at communicating with other departments.

 

Kevin Ashman
Firmware Engineering Supervisor

We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.

Jennifer Remling
Director of Global Recruiting

AKQA

We have been able to utilize LSA’s extensive network of top-notch resources to leverage our investment in employee development. The result has been the cost effective and highly efficient delivery of quality educational and management training programs.

Steve Feller
Vice President, Human Resources

LSA helped to meet the needs of my teams within a very narrow timeframe. My team walked away with highly useful management tools and practices. LSA saved us time in delivering the right solution for our specific needs.

Sandeep Kumar
Director, Software Engineering, EPG

What a refreshing change from the half-baked psycho-babble you normally get from “training” organizations. LSA gives you the assistance you need to define and reach your goal, and then they give you a results driven plan – not just a temporary fix. They are great to work with, and even more importantly, they “get it!”

David Fiano
Vice President Human Resources

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