Is Your Organization Ready for the Talent Demands of the Future?

One cartoon man piles even more papers on the desk of an overworked employee

Are you keeping close enough tabs on the size, quality and skills of your workforce?

If you believe, as we do, that people can create a significant and compelling competitive advantage, you need to regularly review how prepared your workforce is to meet the critical demands of your business not only now but in the future. In other words, you need a talent management strategy that will ensure your talent requirements are in place to help you grow. You need a workforce plan that ensures you have the ability and the high performing organizational culture needed to quickly adapt to marketplace changes.

Here are the basic talent management steps we recommend to our high growth clients:

  1. Agree upon the relative importance of people to your business
    Gather your business leaders together to assess their perceived value of the workforce as a competitive advantage. The leadership team should agree upon how the value of people (attracting, developing, engaging and retaining talent) compares to other strategic intentions such as operational excellence, financial strength, product innovation, customer satisfaction, etc.

    While they are all important ingredients to any business, different businesses have different strategic and cultural foundations. For example, Federal Express, Amazon and Starbucks are famous for putting their customers first. Google, Virgin and Southwest are famous for putting their people first. Both approaches, when well executed, can lead to success. The bottom line: you and your leadership team need to take a stand on where talent falls on the priority scale and plan and execute accordingly.

  2. Evaluate what you have
    Once you agree upon the relative importance of attracting, developing, engaging and retaining talent for your business, it is time to understand how well the workforce is currently performing. This includes assessing how prepared they are in terms of skills for what is needed today and what will be needed tomorrow and forecasting what is required in terms of headcount and skills to meet current and future needs.
  3. Predict what could happen
    Research workforce trends and examine scenarios that have the potential to upset the current value and cost of your organization’s employee base. Take a look at both internal and external factors and begin to prioritize those events that pose the greatest risk to being able to attract and retain both the urgent and strategic talent you need to execute your business strategy.
  4. Assess what you are missing
    This is where you begin to answer the question of “what if” any of the scenarios you described were to take place. Where do you need to beef up the workforce to meet those challenges? You should consider potential gaps in skills, knowledge, competencies and bandwidth.
  5. Know what you need to do
    Now you are ready to decide just what talent management actions you need to take to fill those identified gaps. You know what you have, what could happen and what you need. This is the stage where you figure out what steps the organization needs to take and their order of priority. Do you need to increase or decrease your workforce and how will you go about it? Do you need to improve performance overall or only in some areas? Is your talent armed with all they require to meet future challenges? Be as specific as you can in setting goals and timelines.
  6. Monitor and measure how you are doing
    As you make progress against the talent road map you have set, keep track of how well you are measuring up by identify the critical few leading and lagging indicators of success.

You have undertaken a worthy initiative to meet future growth needs. Don’t keep it a secret. Be sure your employees appreciate your investment in them, your stakeholders understand why it matters, and your customers recognize the value of your engaged and fully empowered workers.

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We value our relationship with LSA Global. We came to LSA because we wanted to improve overall behavioral based interviewing capabilities of our managers to increase the probability of both hiring top talent and future leaders. LSA designed a highly customized solution for our business and culture. We are currently rolling out this solution to our leaders. I would highly recommend LSA Global as a top quality resource.

Rae Phillips
HR Project Manager - Training & Development, PHR

I continue to be impressed by the level of leadership development and management expertise and quality of advice and facilitation that LSA has to offer. What a smart and client-centric group of great people who really know how to help leaders attract, engage, develop and retain top talent.

Tracy Esposito
Director, HR Business Partner

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

LSA’s consultant designed and delivered a half-day team building solution for our recent conference. It included careful customization to integrate the design with our new mission and values. Everyone had fun and identified key issues with our teamwork. Altogether a great program!

Bob Ward
Director of HR

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.

Phyllis Moracco
HR Director

We consider LSA Global our outsourced learning and development partner. We worked closely with LSA to customize a management development program to meet our growing business needs. I would highly recommend LSA to any company wanting to deliver quality learning solutions.

Terri Wright-Scheer
Vice President Human Resources

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

I highly recommend LSA Global to anyone who is looking to improve individual or organizational effectiveness through their top quality programs and broad range of expertise.

Greg Pappas
VP of Human Resources

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.

Kelly Warren, SPHR
Director, HR & Compliance

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

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

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

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

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

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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