The Surprising Ways You Deploy Top Talent Matters

A huge crowd is cheering a rock star on the stage for deploy top talent

How You Deploy Top Talent Matters
The research around talent management has uncovered some surprises.  We, like most talent management experts, had thought that the best performing companies had the most top talent. But it turns out that is not the case.

Talent Management Research
According to Bain & Company, “A” players are pretty evenly distributed across the workforce from company to company.  They found that about 15% of all employees are what you could consider both high performing and high potential.

How to Deploy Top Talent to Create High Performance
So if it’s not the number of star employees that makes the difference, what else did the study reveal? It was the way the high performing companies deployed their top performers that made the difference.

Instead of spreading top talent equally across the organization, Bain found they focused high performers in the most critical business operations…the functions most crucial to business success. This is the way they maximized productivity.

A High Level Talent Management Strategy to Deploy Top Talent
To replicate this in your own organization, here is the high level talent management strategy you need to follow once your business strategy is clear and you have created a high performance environment:

1.  Identify and Develop Your Top Talent Where It Matters Most
Do you know who has the greatest potential for high performance and leadership in your organization? Do you know which jobs, skills and roles matter most for your short- and long-term strategies? If not, it’s high time you figure it out.

You will know you are on the right track when:

  • Your leaders agree upon how your people will best contribute to your company’s competitive advantage both now and in the future
  • Your best and brightest are in your most urgent and important positions.

Remember, contribution varies from company to company and depends upon business strategies. For example, if innovation is the key to maintaining growth, then R&D is probably a place where you need to deploy and develop your best and brightest. If, instead, marketing is paramount to your future success, then this is an area to identify, develop and deploy your top talent.

2.  Treat Your Top Talent Differently
Our organization alignment research found that talent accounts for up to 29% of the difference between high and low performing organizations. Smart talent leaders know that different employees contribute differently to company success based upon their role, skills and job. Because of this, winning organizations make sure that their talent strategy aligns with their unique organizational culture and business strategy.

From a reward and recognition perspective, the theory is that the highest performers should receive the greatest share of rewards because they contribute the most and deserve the most.  While the exact percentages of rewards that go to the top high performers differ from company to company, be sure that your reward system provides enough motivation to support your objectives.

As a rule of thumb, one-third of your employees should have access to significant rewards and recognition based upon their performance.

3.  Keep An Eye On The Results and Shift Talent As Needed
Don’t just sit back once job assignments have been made. There are two reasons to stay vigilant:

  1. “A” players need challenges and the opportunities to grow
  2. The marketplace is constantly changing…what worked one year may not work the next

Keep your top players motivated with opportunities that stretch them and lead to ever more important roles. They want variety. This is good since they then can develop the flexibility that allows you to shift them as business needs change.

The Bottom Line
The essence of smart talent management is being able to deploy top talent where they will have the greatest business impact and then doing what it takes to develop, engage and retain them. Assign them to business-critical areas first. But monitor their level of happiness with their job and, as situations change, be ready to offer a different challenging assignment.

To learn more about how to deploy top talent, please download Talent: 1/3rd of the Talent Management Recipe for Success

 

Comments are closed.

LSA’s consultant designed and delivered a half-day team building solution for our recent conference. It included careful customization to integrate the design with our new mission and values. Everyone had fun and identified key issues with our teamwork. Altogether a great program!

Bob Ward
Director of HR

We recently partnered with LSA Global to offer our Supervisors and Managers a customized two-day management training program. Everyone who attended said it was by far the best management training program they had ever attended. The content was rich and highly interactive. The case studies were relevant. Each participant walked away from the training much better equipped to lead their teams.

Jeff Coon
Director of Human Resources

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

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.

Frank J. Kuypers
Business Development Manager

Thank you to LSA Global for their partnership and support in helping us to design and roll-out our valuable management development training program. I personally have partnered with LSA Global at four of my previous companies. It continues to be a delight working with LSA. We look forward to partnering with them at Blackhawk Networks for future training and consulting needs.

Suzanne Kinner
VP Human Resources

Blackhawk Network

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

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

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
VP of Human Resources

LSA provided top notch solutions right when and how we needed them. They exceeded my expectations from a speed, quality, and cost standpoint. I recommend them to anyone looking for a true business partner in the Learning and Development arena. The breadth and depth of their expertise has helped us hit tight deadlines across multiple projects.

Fortune 500 Financial Services Company
Director of Infrastructure & Technology

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.

Jennifer Remling
Director of Global Recruiting

AKQA

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.

Chris Wells
Vice President, HR and IT

We have been able to utilize LSA’s extensive network of top-notch resources to leverage our investment in employee development. The result has been the cost effective and highly efficient delivery of quality educational and management training programs.

Steve Feller
Vice President, Human Resources

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

“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

We consider LSA Global our outsourced learning and development partner. We worked closely with LSA to customize a management development program to meet our growing business needs. I would highly recommend LSA to any company wanting to deliver quality learning solutions.

Terri Wright-Scheer
Vice President Human Resources

Evaluate your Performance

Toolkits

Toolkits

Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.

More

Health Checks

Health Checks

Want to know how you stack up against leading organizations?  Receive a complimentary benchmarking analysis courtesy of an LSA Expert.

More

Whitepapers

Whitepapers

Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.

More

Methodology

Methodologies

First we identify the key metrics you want to improve. Then we assemble a dedicated team of elite experts who have successfully solved similar problems with similar clients.

More

Blogs

Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.

More

Case Studies

Client Case Studies

Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.

More