4 Ways Leaders Manage Talent More Strategically

Manage Talent More Strategically A woman in the foreground looks at many employees in the background

To manage talent more strategically, you must first define talent.  We define talent management as an organization’s ability to proactively 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 if you want to manage talent more strategically by having 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.  Otherwise you are not able to manage talent more strategically.

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
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.

The Bottom Line
Talent accounts for 29% of the difference between high and low performing companies in terms of revenue growth, profitability, customer retention, and employee engagement.  Are you doing what it takes to attract, develop, engage, and retain the talent you need to thrive?

To learn more about how to manage talent more strategically, download Why Talent is 1/3rd of the Talent Management Recipe for Success

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Intuit

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.

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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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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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Learning & Development

ebay

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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I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.

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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
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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.

Ken Boehm
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For our go to training outsourcing partner, LSA provides exactly what we want. As always, they deliver outstanding work!

Elizabeth Siebert
Director, Organizational Excellence & Development

Intuit

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.

Maya Paul
HR Director

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

We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.

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AKQA

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