Don’t let your top talent be tempted to go elsewhere. Smart leaders keep high performing employees engaged and productive right where they are…at your organization. They are your most valuable asset and should be a major component of your competitive advantage. Do not risk losing your best employees by making the following most common mistakes where top talent is concerned:
Talent Management Mistake #1: Giving managers the sole responsibility for developing high performers
Yes, line managers are the ones who know their team members best and can identify their high potentials. But, no, they are not the ones who typically have the time or the expertise to guide the training or hone the talents of their more promising employees. Get development help from the experts…either senior managers who can act as mentors or specialized performance coaches who know how to enhance strengths and improve weaknesses that matter most for you and your business.
Talent Management Mistake #2: Assuming top talent will continue to succeed in ever more challenging roles
A few will prosper, but many will not. On average, only a small percentage of your current high performers will be able to adapt to and excel in successively more difficult roles. They may be high performers at their current job…in a role they know well and are perfectly suited for. You can’t just promote them and expect they will continue to succeed within a new context with higher expectations, greater visibility and more complexity. They need to develop the specific competencies for their new role and have the consistent support needed to succeed.
Talent Management Mistake #3: Protecting top talent from failure
The best leaders have learned how to deal with failure. They accept it as part of any career, bounce back, and reflect upon how to avoid it next time around. Give your high performers an opportunity to learn and grow from mistakes. This is how they will learn to face difficulties, test hypotheses, and rebound better, faster and cheaper than before. They need to be tested in the real world and prove their ability to grow and adapt. Do not over protect them.
Talent Management Mistake #4: Expecting that high performers are highly engaged
Unfortunately, high performers are not necessarily highly engaged employees. In fact, they often have lower levels of advocacy, discretionary effort and retention. All too often, high performers are at risk for leaving because they don’t feel that their personal goals are well aligned with the goals of the organization or because they don’t feel that their coworkers are as capable as they should be. In fact, according to our latest employee engagement research, almost 30% of high performers intend to leave their current companies within the next twelve months. This should be a huge red flag for any talent leader.
Make sure that you always know what your top talent wants and needs to stay highly engaged. Start by defining a growth path for their future and see that there is reason for them to be confident in the talents and commitments of leadership and their team members. Then ensure that there is a match between their personal agenda and the corporate goals.
Talent Management Mistake #5: Being indiscriminate in compensation plans
Top performers generally work harder and are significantly more effective than the other workers on their team. They rightfully feel they deserve to be fairly compensated for their extra effort and productivity. If you don’t find a way to compensate them above others, they will quickly become discouraged and feel unappreciated. Make sure that your high performers feel as though the rewards they receive are commensurate with their contribution.
The Bottom Line
Winning organizations know that different employees contribute differently to their success. Because of this, smart leaders do what it takes to attract, develop, engage and retain their best talent. Especially for companies that rely on their people to succeed, performance depends on designing and implementing the right talent strategy.
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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.
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LSA’s approach and ability to bring the best resources to eBay has been a great asset. They really focus on helping us succeed in any way they can and are very flexible in meeting our management and talent needs.
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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 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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“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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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.
Director, Software Engineering, EPG
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.”
Beth A. Taylor
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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.
Senior Manager, HR Destiny Sales Region
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Director of HR
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.
Director, Human Resources
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.
Director, Business Planning & Analysis
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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