The 3 Essentials of World Class Talent Management

World Class Talent Management Cl

Are People Really Your Greatest Asset?
Many executives talk a good game around world class talent management. They know what to say on the subject…the right words to use to show their understanding and support. But few go much further.

It takes a lot more than mere words to implement a world class talent management strategy. It takes a boat-load of energy, commitment and consistency. Are you up to the challenge?

Why Talent Management Matters
First you should understand why world class talent management matters.  Our organizational alignment research found that talent management (how you attract, develop, engage and retain employees) accounts for 29% of the difference between high and low performing companies in terms of:

  • Revenue growth
  • Profitability
  • Customer satisfaction and retention
  • Leadership effectiveness
  • Employee engagement

For companies that rely on their people to succeed, business results depend on designing and implementing the right talent management strategies. You need to be able to ensure your next generation of leaders. You need to build an environment where high performers flourish. This is the way to create your unique advantage…one that competitors cannot replicate.

The 3 Essentials of World Class Talent Management
Here are the three essentials of world class talent management to ensure your people can become your greatest asset:

1.  Create Clarity around the Organization’s Fundamental Purpose
When you can state your company’s vision, mission, values and strategy in a clear and compelling way, it can be a powerful draw for top talent to both join your effort and to provide the discretionary effort required to make it happen. Clarity and meaning enable employees to subscribe to and enthusiastically buy into the reason you are in business.

This allows the work force as a whole to operate in sync and pull in the same direction toward the common goal.

2.  Focus on High Performance
Make sure every employee understands what is expected of them in their roles and that they can articulate what constitutes high performance. Then create a fair, achievable, aligned and transparent process to regularly measure progress against agreed-upon standards of success.   Provide development and coaching opportunities for substandard performers to improve and ensure meaningful rewards for high performers.

Make sure everyone knows where they stand and that they have the necessary support and resources to perform at their peak.

3.  Consistently Model and Measure Corporate Values
To create a foundation of organizational health, leaders must consistently abide by the guiding principles and values of the company. There must be passionate commitment in the C-Suite to adhere to clear, ethical principles of behavior. And there should be no tolerance of wayward behaviors or practices at any level in the company.

Talent Management Warning Signs
To help determine if your talent management strategy is lacking, watch out for the following:

  • Too low or too high employee attrition vis-à-vis your talent management and business strategies
  • No explicit workforce strategy to attract, develop, engage and retain top talent
  • Lack of a strong link between business success and talent management
  • Minimal difference in treatment between high and low performers or job types
  • Comparing yourself to external talent metrics (i.e. industry benchmarks) instead of measuring how your talent is moving your unique strategy forward

The Bottom Line
If you detect any of these talent management warning signs, you ought to invest in working on your talent strategy…with no delay.

To learn more about world class talent management, download Why Talent is Surprisingly Only 1/3rd of the Recipe for Success

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Director, HR Business Partner

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

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

Each program is preceded by an assessment of the participants. The course is then designed to fit the specific parameters and needs of the group. The highly interactive delivery is provided by recognized experts in their fields. On the spot coaching is provided during the program and each participant receives individual follow-up after the course. Courses can be delivered in-person or virtually. Given the nature of Cisco’s business and the way we operate, these remote workshops are a must for anyone who joins our company. Their work is eye opening. Great content and fantastic delivery.

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Business Development Manager

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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LSA custom designed a Management Development program that is absolutely “on target” for our technical managers. Their facilitator has done a superb job delivering the material in a way that is fast paced, highly interactive, and fun. She presents practical solutions to the people situations that our managers face every day. I regard LSA as an excellent partner that understands our business needs and a virtual member of our HR department.

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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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Chief People Officer

What a personal and professional pleasure it has been to Partner with LSA. They are truly a strategic partner with Wyse. For more than 5 years, LSA has been engaged in delivering various training and development solutions for Wyse, from custom on-site programs targeting specific core competencies, to working individually with clients to build job skills, and offering invaluable services to me and my team as we continue to build our learning programs. LSA’s representatives do more than sell a product, they offer a full service solution: they understand our business, our strategic initiatives, and the needs of our customers.

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The LSA Global team was very receptive and flexible to our needs every step of the way. Their staff and facilitator demonstrated attention to detail, responsiveness, and professional courtesy. The participants were thrilled with the outcome and rated the communication skills workshop and the facilitator as ‘Excellent’. I’d highly recommend working with the LSA Global team to meet your professional development needs.

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FRDP Leader

Intuit

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

I consistently look to LSA Global when I need custom programs put together for my client groups. I can always count on LSA to do a thorough needs analysis and to put together spectacular programs that are well received. Their management development and performance management expertise and professionalism make them one of my top-rated learning and development partners.

Stephanie Webb
HR Program Manager

Rambus

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

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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VP of Human Resources

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.

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SPO Partners & Co
Kim Silva, CFO

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Elizabeth Siebert
Director, Organizational Excellence & Development

Intuit

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