9 Talent Management Questions to Test If You are On the Right Track

man on a tightrope approaching a question mark symbolizing Talent Management Questions

Talent Management Questions to Test If You are On the Right Track
If you truly want to attract, develop, engage and retain a high performing workforce, you have to break through talent management barriers – outmoded ways of thinking about talent in old-fashioned and ineffective ways.

The Goal of Talent Management
Talent management is no longer about providing isolated and unconnected recruiting, training, employee relations and retention programs.  We believe the goal of talent management is to create and sustain organizational excellence through people to consistently drive your business strategy forward.

9 Talent Management Questions to Test If You are On the Right Track
You will know you are on the right talent management track when you answer yes to all nine questions:

  1. Do you consistently hire employees that help achieve your short- and long-term strategies?
  2. Do you retain 75% or more of employees who are critical to your future success?
  3. Do employees have the necessary skills and knowledge to be successful in the short- and long-term?
  4. Does the quality of talent give your organization a competitive edge?
  5. Do employees have access to the resources required to do their job?
  6. Do people make the extra effort in their jobs?
  7. Do 75% or more of teams meet their performance goals?
  8. Do people understand the consequences of not meeting your stated goals?
  9. Does 75% or more of employees recommend your company as a great place to work?

While the above talent management questions touch upon the attraction, development, engagement and retention of top talent, we believe that learning and development can be used to bring all of the people components together.

Use Learning and Development as the Link
Done right, learning and development can be the link between recruiting, engaging, retaining and managing your workforce. These days, you can’t think of people functions in isolation.  Each must be working cohesively together to accomplish a predetermined people and business objective.

For example, people leaders need to think of learning as ongoing and as occurring in a wide variety of ways…from on-the-spot teachable moments to change initiatives that occur over long periods of time. Traditional one-time learning events add minimal value and, on average, only change the on-the-job behavior of 20% of attendees.  Not a great return on investment.

Truly effective learning must serve individual employee needs and be integrated into an overall strategy that will optimize behavior change and performance improvement.

Use Scenario-Based Learning to Create Relevance
The more you can involve front-line managers and employees themselves to identify the on-the-job situations that matter most to their short- and long-term success, the more you can design learning solutions to help them to succeed in their role.  Because each company has a different strategy and culture, each company also faces different challenges by function, level and geography.

For example, your sales team in Europe may need to negotiate pricing pressure better while your sales team in North America may need to improve their ability to identify what matters most to their executive-level buyer.  Similarly, your executive team may need to improve their ability to communicate and cascade strategies while your managers may need to improve their ability to set clear and meaningful performance goals.

Regardless of the situation, stay away from off-the-shelf learning and design to what matters most to your unique situation, target audience and business.

Use Training Measurement to Improve Adoption and Accountability
To manage and improve almost anything, you need to have a way to monitor progress…to know what is working and what is not so you can adjust accordingly.  For any training you design and deliver, ensure that you can answer three training measurement questions:

  1. Adoption: Are people using the new knowledge, skills and processes?
  2. Impact: Are we making an impact?
  3. Reinforcement: Are managers involved, supportive, and reinforcing?

The Bottom Line
The eight talent management questions can let you know if you are on the right track.  Using scenario-based learning combined with effective training measurement can boost the on-the-job performance of your people to help improve your ability to attract, develop, engage and retain top talent.

To learn more about how to invest in talent management, download Why Talent Is Only 1/3rd of the Talent Management Recipe for Success

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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.

Phyllis Moracco
HR Director

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.

Laurie Torres
Chief People Officer

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.

Duane Schroeder
Human Resource Manager

We value our relationship with LSA Global. We came to LSA because we wanted to improve overall behavioral based interviewing capabilities of our managers to increase the probability of both hiring top talent and future leaders. LSA designed a highly customized solution for our business and culture. We are currently rolling out this solution to our leaders. I would highly recommend LSA Global as a top quality resource.

Rae Phillips
HR Project Manager - Training & Development, PHR

Hyperion has a commitment to lifelong learning. LSA helps us provide the right business sales training, management training programs, and leadership development programs at the right time to meet the needs of both individuals and departments. I especially appreciate their ability to listen to my needs and recommend the appropriate facilitators, solutions and content.

Sarah Parks
Senior Project Manager

Hyperion

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.

Margie Bunting
HR Manager

What a refreshing change from the half-baked psycho-babble you normally get from training and consulting organizations. LSA gives you the practical and results-oriented assistance you need to define and reach your goal.  They provide a results driven plan – not just a temporary fix. They are great to work with, and even more importantly, they “get it!”

David Fiano
Vice President Human Resources

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.

John Mastrorilli
FRDP Leader

Intuit

Working with LSA Global has proven to be extremely valuable and worthwhile. LSA understands our business, has deep expertise in content areas, and tailors the programs to deliver great results. The facilitator was extremely knowledgeable about Working Globally with India and her energy and passion made the session interesting, fun, and enjoyable for all that attended. The participants walked away extremely pleased along with highly useful practices and tools. I would highly recommend LSA Global to any company that has partners or offices in India.

Glenn McGillivray
Human Resources Business Partner

Intuit

“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.”

Sally Buchannan
VP Human Resources

The Next Generation Management Development courses have helped me communicate more effectively with my peers and teammates. By utilizing effective communication techniques such as clarifying and confirming, and asking open ended questions, I have been able to clarify and understand information in situations where I would have otherwise asked limited questions and made false assumptions.

Robert Breckner
Firmware Engineering Manager

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.

Kortney Riddle
HR Manager

VNUS Medical has been very pleased with the effective management development programs that LSA Global has delivered for us over the last four years. The programs have been universally facilitated by experienced and best in class instructors. The knowledge gained by our management team has been put into practice very quickly. VNUS is very happy to be working in partnership with LSA because they consistently deliver excellent programs that receive exceptional feedback from our management team.

Cindee Van Vleck
Director Human Resources

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.

Anita Luckinbill
Director, Human Resources

PalmSource has found our relationship with LSA extremely beneficial. We worked closely with LSA to customize the right Management Training Program solution to meet our unique business needs. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner.

Ken Boehm
Vice President of Human Resources

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