How to Nurture Your Top Talent so You Don’t Lose It

a drawing of a potted plant with the caption: Cultivate Your Talent

The best leaders work hard to hire and develop the top talent required to succeed now and in the future. Once your carefully selected workers are on board and prepared, however, you cannot afford to neglect them. To retain high performers, you need to engage them, challenge them, continue to develop them, provide them with an attractive career path, and show that you value and appreciate their contributions.

With all the investment in learning and development these days, we are surprised when we hear from workers, even at large companies that claim robust training departments, that they are frustrated at the lack of relevant learning opportunities. The operative word here is “relevant.” We might also add “timely.” Relevant, timely and reinforced learning is what matters in a serious learning organization.

With organizations being ever more challenged to find workers with the competencies needed to succeed, it is critical that companies find ways to nurture and grow the talent pools they already have. There are traditional ways of supporting the growth and learning of your talent and there are ways that rely more on technology. Here are four modalities to consider:

1. Leader-led, classroom format
This delivery format is still regularly used in corporate settings. Live workshops are very effective when fully customized to the relevant needs of the participants, their bosses and the goals of the business. Our research finds that this high degree of relevance, when reinforced with skilled coaching, integrated support processes, timely application and training measurement, creates a 4-to-1 improvement when compared to stand-alone training events. Additional benefits are obtained when you seek a shared understanding and common learning among a target employee population.

2. Informal learning format
Informally, employees can learn effectively by observing experts in the skills they need to adopt, by receiving coaching from managers who know how to encourage and shape behavior, and from actual on-the-job experience. On its own, or in conjunction with leader-led training, on-the job application and feedback should be a critical component to any learning and development curriculum.

3. E-learning
Learners go online at their convenience to access information, learn targeted skills and then test out of each level as they prove proficiency. This is typically a far less expensive way to learn and can easily be delivered across geographies. It is useful for simple concepts; less effective for more complex skills.

4. Social media
Companies that take advantage of what is called “social learning” often develop their own internal platforms. Here, employees can share best practices, case studies, pose questions, receive coaching, and share meeting results and new product information. Many companies take advantage of existing social media platforms to connect employees.

Before selecting the most effective medium for learning, identify the specific business metrics that you are trying to move. Typical sales training metrics include revenue, margin, and win-rate. Typical management training metrics include employee engagement, employee retention, employee performance and employee relations. Once you know the success metrics that matter most to the business, assess what skills and knowledge are needed to achieve those success metrics. When you identify the gaps between what is needed and what your talent currently knows, you have your high-level curriculum. Depending upon which skills are needed and by whom, you can figure out a delivery system. Most often it is a combination of all of the above.

Companies that recognize their talent as a significant competitive advantage know they must continually nurture and grow their work force and align learning opportunities to business needs.

Benchmark your training initiative to see where you stand.

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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

On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.

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Associate Director

Roche

For our go to training outsourcing partner, LSA provides exactly what we want. As always, they deliver outstanding work!

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Director, Organizational Excellence & Development

Intuit

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Vice President of Human Resources

LSA Global’s consultant brought a fresh perspective to our behavioral based interviewing strategy for two key executive positions we needed to fill, and their consultant helped us develop questions that produced a much deeper understanding of candidates’ capabilities. I am confident that the two new executives joining our organization have the right skills to add significant value. Throughout the process LSA was also very responsive in dealing with short lead time requests.

Because of the unique nature of our business, Excel is a core application in our accounting organization. After three attempts to find an Excel consultant who is capable of helping our finance team integrate advanced applications into our work processes we found LSA and Alex. He was not only a “Real” Excel expert but was masterful in helping us identify where to use Excel applications in our processes to increase our group’s efficiency.

SPO Partners & Co
Kim Silva, CFO

I have worked with other training companies and found it to be more of a seller/buyer relationship than one of matching the right expertise to our business issues. That’s what LSA does – ask the hard questions, listen, and understand our business needs. We receive the benefit of their expertise from assistance with personal development plans to enhancing team performance, to looking at enterprise-wide challenges. It’s all about helping our business succeed as we grow. Right now, LSA is providing great ideas, a fresh approach, and valuable guidance as we develop our management team and accelerate our client relationship management results.

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Director, Team Development

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

LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.

Margaret M. Mader
Vice President, Human Resources

Hyperion

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

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

The LSA Global team was very receptive and flexible to our needs every step of the way. Their staff and facilitator demonstrated attention to detail, responsiveness, and professional courtesy. The participants were thrilled with the outcome and rated the communication skills workshop and the facilitator as ‘Excellent’. I’d highly recommend working with the LSA Global team to meet your professional development needs.

John Mastrorilli
FRDP Leader

Intuit

We contacted LSA to help us with customized management development. LSA worked with me to identify a solution that would meet our exact needs. We decided to start at the top and ran the program for our executive team. It was such a great success that we hope to roll it out companywide. We look forward to a long-term partnership with LSA Global and their team of experts.

Barry L. Byrd, SPHR
Human Resources Manager

We consider LSA our true business partner in the areas of Learning and Organizational Development. From Strategic Planning to Presentation Skills and Management Training, they continue to provide excellent value and extremely high quality solutions – not just one time events. I recommend them to anyone looking to drive true business results.

Michelle A. Mitchell
Vice President, Worldwide Human Resources

PalmSource has found our relationship with LSA extremely beneficial. We worked closely with LSA to customize the right Management Training Program solution to meet our unique business needs. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner.

Ken Boehm
Vice President of Human Resources

LSA custom designed a Management Development program that is absolutely “on target” for our technical managers. Their facilitator has done a superb job delivering the material in a way that is fast paced, highly interactive, and fun. She presents practical solutions to the people situations that our managers face every day. I regard LSA as an excellent partner that understands our business needs and a virtual member of our HR department.

Judith Onton
Vice President Human Resources

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