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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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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Avon’s success is dependent on strong relationships among our Customers, Representatives, Associates, and outside resources we hire to help us meet our business objectives. We were very pleased with the results from working with LSA Global to design and facilitate a custom program for our events management team. LSA demonstrated responsiveness, flexibility, and an innovative approach to working with us.

Deanna Rudnitsky
Senior Manager, HR Destiny Sales Region

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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.

Cam Greig
Associate Director

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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

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VNUS Medical has been very pleased with the effective management development programs that LSA Global has delivered for us over the last four years. The programs have been universally facilitated by experienced and best in class instructors. The knowledge gained by our management team has been put into practice very quickly. VNUS is very happy to be working in partnership with LSA because they consistently deliver excellent programs that receive exceptional feedback from our management team.

Cindee Van Vleck
Director Human Resources

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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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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

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Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.

Farhat Ali
President and Chief Executive Office

Fujitsu

LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.

Chris Wells
Vice President, HR and IT

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Our company engaged LSA to do a specialized “train the trainer” program, and the consultant’s performance outdid our exceptionally high standards for such a program. Very crucial to the success of this program was the work done upfront to discuss our needs and to interview key members of our organization so that the program specifically met our goals. Our facilitators continue to comment on the success of the program. Thanks also for the follow-up.

Frank Abbott
Chief Financial Officer

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Thank you to LSA Global for their partnership and support in helping us to design and roll-out our valuable management development training program. I personally have partnered with LSA Global at four of my previous companies. It continues to be a delight working with LSA. We look forward to partnering with them at Blackhawk Networks for future training and consulting needs.

Suzanne Kinner
VP Human Resources

Blackhawk Network

LSA helped us design and deliver a blended learning solution for our leaders to help drive our growth plans in a way that aligned with our specific culture and values. LSA understood our business, had deep expertise in the content areas, tailored the programs to fit our specific needs, and delivered great results. They constantly strive to deliver business impact and align their solutions with our business initiates, culture, and performance management systems. I highly recommend them to anyone looking to take their leaders to the next level.”

Beth A. Taylor
Vice President of Human Resources

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LSA has become the gold standard in team building and management training at Genomic Health! I have a hard time finding facilitators that come close to their level of customization, expertise and experience.

Emily Couey
Director of Human Resources

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I consistently look to LSA Global when I need custom programs put together for my client groups. I can always count on LSA to do a thorough needs analysis and to put together spectacular programs that are well received. Their management development and performance management expertise and professionalism make them one of my top-rated learning and development partners.

Stephanie Webb
HR Program Manager

Rambus

I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.

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HR Director

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