4 Ways You Can Totally Screw Up Your Talent Strategy

A finger points to one person out of 11

No doubt part of your talent strategy involves focusing time, attention and training on your high potential employees. This is a fundamental part of your talent management plan to ensure a logical leadership succession and to see that you have the right talent in the right place at the right moment. But beware the pitfalls…

Let’s look at two of the high potentials you have identified, Chris and Alex. They have both proven themselves in their current roles. They are smart, above-average performers, good communicators, and respected by their managers and team mates alike. But is that enough? Our experience says, “No.” Here is where and how your choices may not measure up to fulfill your hopes and expectations.

  1. Current vs. Future Performance
    They may well both be high performers in their current positions but that is no guarantee that they have the knowledge, skills or even the desire to grow into more complex and visible leadership roles. Certainly you need these employees to be able to handle progressively more challenging jobs. Can you say with confidence that Chris and Alex have the personal characteristics that will allow them to be successful in more senior and responsible positions?
  2. Engagement Level
    Both are positive contributors to their team. They seem to be naturals. But are you sure of their commitment to this particular team and this particular company? Our employee engagement research scarily finds that 1 in 4 identified high potentials intend to leave their organization within the year. Chris and Alex may be less engaged than it seems.High potentials have special needs and expectations: they have high goals for themselves, for their companies and for their co-workers and leaders. When there’s a mismatch, they become a retention risk. Ensure their positive engagement by checking regularly on their satisfaction with their own career progress, on their trust and belief in their leaders, on their perception of their co-workers’ commitment and abilities, and on their personal alignment with organizational values and strategy.
  3. Misguided Development
    The somewhat natural tendency to protect high potentials from making mistakes is misguided. It is critical that Chris and Alex be exposed early on to complex and high stakes situations. They need to learn how to make mistakes and learn from them. They need to be able to handle the stress of decision making where there is ambiguity and uncertainty.The other natural tendency is to hand their development over to the line managers who recommended them. However, if they are truly high potential employees, you as leader need to spend the time to carefully oversee their grooming for leadership. The future of your company may depend upon how well they have been trained and coached for leadership.
  4. Board Room Access
    If Chris and Alex are to learn how corporate strategies are developed and implemented, they should be privy to early discussions on how to guide the company into the future. If they feel they have been left out of the loop, they will be less engaged. And then we’re right back where we started…with a 25% chance that they will jump ship.

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What a refreshing change from the half-baked psycho-babble you normally get from training and consulting organizations. LSA gives you the practical and results-oriented assistance you need to define and reach your goal.  They provide 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

In my years working with LSA, it seems like I’ve had a personal consultant at my fingertips to help me identify just the right solution to satisfy our needs. The entire LSA team has become a trusted friend of Actel — assuring we provide state-of-the-art learning to meet our complex, high-tech business and people needs.

Linda Mitchell
Training Manager

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.

Because of the unique nature of our business, Excel is a core application in our accounting organization. After three attempts to find an Excel consultant who is capable of helping our finance team integrate advanced applications into our work processes we found LSA and Alex. He was not only a “Real” Excel expert but was masterful in helping us identify where to use Excel applications in our processes to increase our group’s efficiency.

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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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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.

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The Next Generation Management Development courses have helped me communicate more effectively with my peers and teammates. By utilizing effective communication techniques such as clarifying and confirming, and asking open ended questions, I have been able to clarify and understand information in situations where I would have otherwise asked limited questions and made false assumptions.

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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.

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We signed up with LSA early on–as their 22nd Member! Since then, our organization’s learning needs have increased and decreased and increased again with the changing times. The beauty of the LSA business model is its flexibility…when we needed to supplement our own internal resources, we used LSA services knowing that we could depend on the outstanding quality of the leadership development and management training programs they provide.

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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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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.

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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.

Mary Johnston
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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

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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Intuit

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