Where Talent Fits in an Organization’s Strategy for Success

One out of 5 directors' chairs is spotlighted

When all is said and done, how would you vote when asked to define a company’s greatest competitive advantage?

Is it your product? Just think how quickly it could be replicated or become obsolete. Is it your favorable pricing? Competitors will soon lower their approaches and prices to match. Is it your market? You know how fast others will follow. Is it your talent? If you have a high performing, highly engaged workforce, that is where your advantage lies.

For companies who do not have the right talent they need, it typically takes time and a concerted effort to attract, develop, engage and retain the top talent required to set a company apart. If yours is the company with the right talent where it is needed, this is your true advantage that is difficult to replicate.

Now the question becomes how can you build and sustain your talent advantage? You want to be able to attract, retain, manage and engage top talent where it counts for your organization. This is your challenge…to manage your workforce so that you have the right people with the right skills in the right jobs at the right time.

  • Hire, develop and reward talent where it is needed most.
    Aligning your talent strategy with your business strategy is key. For example, if you have determined that your business strategy for success is to create a customer-focused culture, then you must hire, develop and reward for the skills, competencies and attitudes that promote customer satisfaction.
  • Leaders need to put their money where their mouth is.
    All the research tells us that CEOs are increasingly concerned with talent management so their organizations are performing now and ready for the future. But they must not relegate this task to a single, under-resourced and underappreciated department (HR for instance). HR and senior leaders need to work together to support and fund the effort to build, develop and engage talent across the board in a way that makes sense.
  • Identify, hire and develop the qualities you know are needed for success.
    Create job profiles as the first stage of the hiring process. Know what you are looking for and then stick to the profile you know can be successful. And remember, “A” players exhibit more than the competencies required; they have the proven behaviors that drive toward success and that fit in your unique organizational culture. Once hired, your job becomes one of performance management to see that employees are equipped and held accountable to meet clearly defined job expectations.
  • Look to the future.
    Talent management is not just here and now. Done right, you would have a leadership pipeline in place that selects high potentials and puts them on a thoughtful, productive, well-monitored path forward. Watch these special employees carefully. Be sure they are ready and willing for the challenge, eager to grow, and fully capable of the trust you have placed in them. When they do not measure up, find them a path more in line with their abilities and aspirations.

Still need to be persuaded that talent management matters to your bottom line? An article by Andy Teng in HRO Today cites research by Steven Joyce of the Hackett Group that “top-performing talent management organizations…posted earnings before interest, taxes, depreciation, and amortization (EBITDA) that are 15 percent higher than peer companies.”

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Cutera

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
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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.

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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.

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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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Firmware Engineering Supervisor

SeaTel has found our partnership with LSA Global to be very valuable and beneficial. We turned to LSA to customize a supervisory/leadership solution to meet our needs. LSA delivered a customized top quality solution. I’d recommend LSA Global to any company looking for a best-in-class training and consulting partner.

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

Elizabeth Siebert
Director, Organizational Excellence & Development

Intuit

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’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

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

The Managing Virtual Teams program was extremely valuable. Your consultant/ facilitator’s fundamental knowledge of Synopsys as a company provided an incredible base to build upon while tackling the complications of managing and working with globally distributed teams. My team walked away walked away with highly useful practices and tools. It was an excellent use of our time.

Debra Martucci
Vice President, Information Technology

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.

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Fortune 500 Financial Services Company
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We recently contacted LSA Global to assist us with a unique training request. We gave LSA a very short deadline and LSA custom designed a training program to meet our exact requirements within the limited time allotted to them. We found their facilitator to be well versed in the subject matter and very credible; the design provided practical and valuable information to our team of managers. I highly recommend LSA Global, particularly in the area of management training.

Julaine K. Souza
Senior Vice President

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.

Kristin Westland-Kaune
Director, Team Development

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