Do Not Neglect to Nurture and Grow Your Top Talent

Picture of a tree representing Nurture and Grow Your Top Talent

The Number One Excuse Why Leaders Do Not Nurture and Grow Your Top Talent
There are lots of excuses for neglecting to identify, nurture and grow your top talent. The most persuasive is that the company is moving so fast you have little time to think forward…you can only hope to keep up with demands and pressure for the present.

Why You Need To Invest In Your Next Group of Leaders
Leaders who do not nurture and grow your top talent can be making a big, and potentially, disastrous mistake. Why? Because, to perform over the long-haul, you need the best talent.

Where are you going to find your next crop of leaders if you don’t keep your talent pipeline filled with both internal and external candidates?

Three Steps to Nurture and Grow Your Top Talent
Here’s what you need to do:

1. Map Your Talent Strategy To The Business Strategy (and culture too)
Your plan for talent should not be created or implemented in a vacuum. For a talent strategy to have a chance to succeed, it must be:

The goal? Build the talent you need to implement your business strategy in a way that aligns with and strengthens the way people think, work and behave.

2. Establish Key Talent Metrics
Know what talent matters most. For many this means setting up definitions for current and future job roles and responsibilities that include how you will measure success in terms of performance and what the parameters of compensation will be. These success metrics should be transparent and let each employee know:

  • How their job fits into the overall company strategy
  • What is expected of them
  • How their success will be measured
  • How they will be compensated

3. Attract and Retain The Talent You Want By:

  • Creating a Relevant and Robust Learning and Development Program
    First, you need to identify and build the critical skills required to implement your strategy.  Second, you can better attract ambitious learners from outside the company. An organization that values learning and invests in their employees creates an appealing employer value proposition.
  • Establishing Career Paths
    Paint a clear and compelling future for promising employees where they can contribute to the company in ever more challenging roles while advancing their careers.
  • Ensuring Employee Engagement
    Use annual employee engagement surveys to keep tuned in to your most critical employees to know what they are thinking and where their interests lie. Maintain an open and trusting relationship so you can keep them productive and fully engaged.

The Bottom Line
Talent accounts for 29% of the difference between high and low performing companies.  How you nurture and grow your talent can set you apart form your competition.  If you want to grow gracefully, invest the time and resources to get talent management right.

For more information on how to nurture and grow your top talent, download The Top 5 Training Strategy Mistakes to Avoid

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Business Development Manager

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Fortune 500 Financial Services Company
Director of Infrastructure & Technology

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Vice President of Human Resources

Thoratec

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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HR Manager

I continue to be impressed by the level of leadership development and management expertise and quality of advice and facilitation that LSA has to offer. What a smart and client-centric group of great people who really know how to help leaders attract, engage, develop and retain top talent.

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Director, HR Business Partner

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VP of Human Resources

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Director, Business Planning & Analysis

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Human Resources Business Partner

Intuit

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Learning & Development

ebay

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Director of HR

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Senior Vice President

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Ken Boehm
Vice President of Human Resources

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