4 Ways Leaders Manage Talent More Strategically

A woman in the foreground looks at many employees in the background

We define talent management as an organization’s ability to acquire, develop, engage and retain talent that propels the business strategy forward in a way that fits their unique situation and corporate culture.

Acquiring Talent
It’s one thing to hire talent when you learn that there’s a slot to be filled. The recruiting and interviewing process begins; it takes time and resources. That’s the way most organizations reactively acquire the talent they need. It is an entirely different and more effective approach to have the right qualified talent pool at the ready to be behaviorally interviewed as soon as the need is identified.

Developing Talent
It’s one thing to design and develop learning and development programs based upon competency models and measured by participant satisfaction scores. It is an entirely different and more impactful approach to design and deliver action-learning solutions directly linked to relevant strategic business initiatives and measured on their ability to change behavior and improve on-the-job performance.

Engaging and Retaining Talent
It’s one thing to reactively offer a promotion or a raise when an employee threatens to jump ship. It is an entirely different and more proactive approach to measure employee engagement and to implement engagement and retention programs based upon candid and consistent employee feedback in a manner that aligns with your talent management strategy and corporate culture.

If you want your talent to matter, implement a proactive and forward-looking talent management strategy that:

  1. Creates Strategic and Cultural Alignment
    When employees understand where the company is headed and the path required to get there, they can better understand and commit to how they contribute directly to overall success. The more each and every job role fits with what the business needs, the higher the level of strategic alignment.From an organizational culture perspective, we believe that strategy and people must go “through culture” to get work done. So the more purposefully your culture (the way work gets done) aligns with your business strategy, the easier it will be for you to hire, develop, engage and retain the talent required to thrive in your unique environment.Alignment enables employees to feel greater allegiance to their team and perform at a higher level because they are more fully engaged. And as team goals are shared across the company, managers are encouraged to find better ways to support each other…all in the name of working more efficiently and effectively toward common goals based upon agreed to beliefs, norms and assumptions.
  2. Is Proactive
    Make sure the right capabilities and competencies are in place for your future needs. Try to plan ahead for any changes in in your work or marketplace. Have a robust succession plan…not just for leadership roles but also for your essential internal talent capabilities. Develop the internal talent you will need for the future so they are ready to take on additional roles and responsibilities as the company grows and changes.
  3. Encourages Transparent Knowledge Sharing and Free Information Flow
    Our recent organizational alignment research found that transparent and timely information flow demonstrated the fourth strongest influence between high and low performing companies. Significant breakdowns can occur when one department does not know what another is doing. A lack of transparency can create redundancy or, worse, set up conflicting performance measures, objectives and reward systems. Instead, promote collaboration between functions. The knowledge of where to turn combined with the unencumbered ability to find what you need, when you need it, is a potent ingredient to an agile and high performance work force.
  4. Exposes and Rewards Performance Fairly and Accurately
    High performance organizations know that different talent contributes differently. Because of this, winning organizations measure employee performance regularly so they can compensate according to actual on-the-job results and behaviors. Employees are thus encouraged to stretch to reach their potential in a way that aligns with corporate values. Engaged, motivated employees are employees who stay…they are not retention risks because they are continuously challenged to develop their talents and grow with the company.

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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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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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Anita Luckinbill
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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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We have been able to utilize LSA’s extensive network of top-notch resources to leverage our investment in employee development. The result has been the cost effective and highly efficient delivery of quality educational and management training programs.

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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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Cutera

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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