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

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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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LSA exceeded all my expectations. We interviewed 7 potential training and consulting partners and selected LSA due to their expertise, flexibility, and breadth and depth of solutions. We were able to construct a management training course from the modules most appropriate to our needs, and are able to provide additional training from their well developed portfolio of experts. Our managers galvanized as a team throughout the session and are better prepared for the rigors of a competitive market.

Mitch Mandich
CEO

Edify

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.

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Vice President, Human Resources

Hyperion

I am very impressed with the quality of work and talent. LSA did a great job of listening to my needs and providing the exact management training program expertise I needed to get the job done.

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Director, Business Planning & Analysis

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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.

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Kim Silva, CFO

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.

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Director of Human Resources

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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.”

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Thoratec

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.

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Vice President, Worldwide Human Resources

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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.

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Senior HR Manager - Staffing, Training, & Development

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Over the years, both at 3Com and now at Redback, I’ve found LSA Global to be a valuable resource. The recent compliance program that they delivered for Redback’s executive and management team was the right solution, of the highest of quality, and customized to our business and culture. I would highly recommend LSA to any company looking for top quality solutions.

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Vice President of Human Resources

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The refreshing thing about LSA is that they focus on understanding our business situation and helping me succeed instead of selling a product. With over 150 experts, they are an invaluable resource that helps me deliver higher quality results faster. I recommend them to anyone looking to improve the performance of their workforce.

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VP of Human Resources

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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.

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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.

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VP of Human Resources

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We have worked with LSA Global for our learning and development needs and have always had great success. They helped us recently with customized Management Workshops that we held for the second time. It was fantastic, and I would highly recommend LSA to anyone that is attempting to get immediate and impactful improvements.

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“We turned to LSA to help us custom design and deliver a leadership and management development curriculum to help drive performance. They have done an excellent job diagnosing the business situation, designing an approach that fits our culture, and delivering a first class solution.”

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VP Human Resources

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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.

 

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