Talent: Only 1/3rd of the Talent Management Recipe for Success

An upward leading arrow is being held aloft by a cooperative team of business people.

The Talent Management Recipe for Success is elusive for many high growth organizations.  The goal of talent management is to create and sustain organizational excellence through people—by attracting, developing, engaging and retaining the top talent that makes sense for your business strategy and unique organizational culture.

Done right, effective talent management can differentiate your company from the competition in both good and bad times.  Done poorly, inconsistent and unaligned talent management methodologies can grind your company to a halt.

If you are looking for a sustainable and profitable talent management recipe for success to help grow your business, there are three critical factors that need to be in place.  And all three need to be inextricably connected and aligned.

  1. Strategy
  2. Culture
  3. Talent

Strategy
Successful leaders know that talent management plans cannot succeed unless they are purposefully linked to the most pressing priorities of the business. Fundamentally, strategy is about making hard choices and focusing only on the areas with the greatest leverage. If your strategy contains more than five major priorities, agree upon what really matters most.  Otherwise, your strategy is not compelling enough to focus the troops.

Culture
Once your strategy is clear enough to act, designing a high performance culture to execute it provides the glue necessary for the talent strategy to stick.  It takes more than a winning business strategy to beat your competition. It also takes a high performing organizational culture that supports and accelerates the strategy.

Talent
The purpose of creating a differentiated talent management strategy is to drive organizational excellence.
Organizations can ill afford to hire wrong or to lose current players that matter.  With your strategy clear and your organizational culture aligned, building a high performing workforce has four main building blocks:

  1. Attracting Top Talent
    Have a clearly defined employee brand that aligns with your overall company brand promise. A clear, compelling and differentiated employee brand can help your company stand out in a crowded market while attracting the necessary talent that fits.Define the profile of a successful candidate and the organizational culture in which they need to succeed.  Selecting new employees is one of the most critical decisions an organization can make.  Invest the time required to get the job profile right, conduct thorough behavior-based interviews, hire smart, and increase speed to productivity and engagement with a quality onboarding program.
  2. Developing Top Talent
    Effective leaders ensure that each and every learning and development initiative can demonstrate a measurable contribution to the business. To develop top talent, you must change on-the-job behavior and performance. To change behavior and performance, you must treat learning as a change initiative, not a training event.  Our own research of over 800 training measurement projects has shown that only 1 out of 5 people change their behavior from training alone.Start by identifying the specific business metrics that you want to impact with your key business stakeholders.  We call this the “metrics to move™.”  Make sure that you:
  • Finalize key business and learning objectives
  • Agree to leading and lagging success metrics
  • Calculate current baseline and desired targets for each metric
  • Complete a high-level business case that aligns with company priorities
  • Draft a high-level project, communication, measurement and change management plan
  1. Engaging Top Talent
    Based on employee data from over 5,000 employee engagement surveys annually, we know that engaged employees are more productive, more profitable, more customer-focused, and more likely to stay.Start with understanding your current engagement levels. Employee engagement surveys done right reveal much more than an organization’s shortcomings. They can paint an accurate picture of their employee brand, culture and their value to prospective hires.
  2. Retaining Top Talent
    More than 50% of highly engaged organizations report lower attrition rates. It has been well documented that unwanted employee turnover negatively affects customers, employees, productivity, and profitability. If your company’s turnover is too high, it’s time to understand why. Use a combination of:
  • Employee Exit surveys to get a complete turnover picture
  • Employee engagement surveys to discover organizational culture strengths and weaknesses
  • Experiential learning to help managers understand, and own, their role in retaining talent
  • Targeted action plans to affect change

If you want your talent management strategy to create organizational excellence, start with the business strategy and the organizational culture.  Then you can confidently create an aligned plan to meaningfully attract, develop, engage and retain top talent.  That is the Talent Management Recipe for Success.

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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

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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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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!

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Director of HR

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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

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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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We recently partnered with LSA Global to offer our Supervisors and Managers a customized two-day management training program. Everyone who attended said it was by far the best management training program they had ever attended. The content was rich and highly interactive. The case studies were relevant. Each participant walked away from the training much better equipped to lead their teams.

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Director of Human Resources

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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

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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!”

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Vice President Human Resources

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I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.

Duane Schroeder
Human Resource Manager

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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

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I have worked with LSA Global at previous companies and welcomed the opportunity to bring them in to support my new organization. We worked closely with LSA to design a solution for our Client Partner Teams and Management Training on both coasts. LSA designed a customized solution for our business and organizational culture. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner that makes an impact.

Laurie Torres
Chief People Officer

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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.

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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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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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HR Director

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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

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