5 Field-Tested Talent Management Factors that Matter Most

Engaging and retaining your top talent takes a focused effort on the part of an organization’s leadership. If you consider your employees to be part of your competitive edge in your marketplace, it is worth your investment in focus, time and resources to see that you hire, develop, engage and retain the best of the best.

Our talent management consulting work over the last two decades in the field of helping clients attract, develop, grow and retain their top talent has demonstrated over and over again that there are five factors that matter most:

  1. Inspire their support and commitment for your vision and mission.
    Along with the corporate values, we believe that the vision and mission are the strategic drivers of any organization. We define corporate Vision as “what the company hopes to become and the business the company will be in tomorrow.” An effective strategic vision gives shape and direction to the company’s future. It helps people set and pursue aligned goals. You know you are on the right track when your top talent believes that your corporate vision is future-oriented, inspiring, challenging, motivating, memorable, purpose-driven and unique to your situation.We define corporate Mission as “the organization’s business and fundamental purpose.” An effective corporate mission statement grounds the entire workforce around what the organization is really there to do in terms of markets, offerings, distinctive core competencies, benefits and results. You know you are on the right track when your top talent believes that your corporate mission is meaningful, believable, achievable and relevant.

    A key component of any talent management strategy should be to include your high potentials in the creating and cascading of the corporate strategy throughout the company in a compelling way. The more committed they are to the difference your business can make, the more engaged they will be in doing their best to achieve it. But don’t just look at the current situation. Give them a clear picture of their individual path forward and how they can continue to grow and contribute. Top talent is always at risk of being tempted away unless they understand where they fit in the company’s future and feel they are an integral part of the company’s success.

    You know you are on the right path when your employees understand the company’s plans for future success, believe your organization will be successful in the future, understand how their job helps the organization achieve success and know how they fit into the organization’s future plans.

  2. Make sure that your corporate culture is in alignment with your talent and business strategies.
    Our organizational alignment research shows that companies who align their culture and talent with their strategy grow 58% faster and are 72% more profitable while having 16.8-to-1 higher levels of employee engagement.Your best employees want to feel that they are surrounded by colleagues who care about their work as much as they do. So-called “A” players thrive in a high performing culture. Clearly articulate the values and behaviors that are the foundation of your strategy for success. How do you need your employees to behave in order to thrive? If innovation is key to your success, your culture should welcome “out-of-the-box” thinking, fresh ideas, and diverse perspectives. Workers should always be encouraged to ask questions and offer suggestions for improvement.
  3. Set and coach toward clear and meaningful goals.
    High achievers like to be challenged. Specific, timely, relevant, ambitious but attainable goals are the best. When your expectations are clearly articulated, rewarded and transparent to all, just watch your high potentials work to meet them. With skilled coaching, they will learn how to work most effectively. Learning and growth matter to them. They are ready and willing students for coaches and mentors they respect.
  4. Provide clear success metrics for performance.
    It is only poor performers who dislike performance measures…high performers love them. Under-performers enjoy ambiguity because it allows them to hide. High performers want to know where they stand and get rewarded accordingly. Measure the critical few results and behaviors that truly drive business performance and make sure that your performance management system is clear, fair, accurate, timely, proportionate, relevant and transparent.
  5. Manage performance, both high and low.
    Desired results and behaviors should be recognized and rewarded in a way that is meaningful to the individual employee…be it public congratulations or a dinner out for two. By the same token, poor performance cannot be ignored. Nothing discourages a high performer faster than when there are no consequences for lack of effort or substandard performance.

Appreciate and value your top talent by making clear that they are an integral part of the company’s future, that there is a path for their growth, that there are behaviors and goals needed for success, and that you intend to monitor and manage everyone’s performance to see that those behaviors continue to produce positive business results.

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We partnered with LSA Global to help us invest in our people in the areas of performance coaching, diversity, and inclusion. They focused on helping us succeed and were very flexible in meeting our specific needs. LSA Global exceeded my expectations from a speed, quality, and value standpoint. I would recommend LSA Global to anyone looking for a true business partner.

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LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.

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LSA has been a tremendous asset to my portfolio, both at my current company and my past company. As an HR leader, I am always looking for ways to find external resources that can provide a solution to our management training needs. LSA does that for me. Their solutions are presented in a much more leadership-oriented manner so as to be crisp, business relevant, and easy to apply right back on the job. I will continue to augment our programs using LSA solutions.

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Our company engaged LSA to do a specialized “train the trainer” program, and the consultant’s performance outdid our exceptionally high standards for such a program. Very crucial to the success of this program was the work done upfront to discuss our needs and to interview key members of our organization so that the program specifically met our goals. Our facilitators continue to comment on the success of the program. Thanks also for the follow-up.

Frank Abbott
Chief Financial Officer

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

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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Bob Ward
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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.

Don Pryor
Director, Business Planning & Analysis

LSA helped change our entire culture around meetings, making them more effective and efficient, thus enabling us to concentrate on driving more business.

Terry Wassman
VP of Human Resources

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.

Margaret M. Mader
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Hyperion

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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“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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