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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Human Resources Business Partner

Intuit

We recently contacted LSA Global to assist us with a unique training request. We gave LSA a very short deadline and LSA custom designed a training program to meet our exact requirements within the limited time allotted to them. We found their facilitator to be well versed in the subject matter and very credible; the design provided practical and valuable information to our team of managers. I highly recommend LSA Global, particularly in the area of management training.

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Senior Vice President

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.

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Firmware Engineering 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.

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HR Project Manager - Training & Development, PHR

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HR 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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HR Manager

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

LSA exceeded all my expectations. We interviewed 7 potential training and consulting partners and selected LSA due to their expertise, flexibility, and breadth and depth of solutions. We were able to construct a management training course from the modules most appropriate to our needs, and are able to provide additional training from their well developed portfolio of experts. Our managers galvanized as a team throughout the session and are better prepared for the rigors of a competitive market.

Mitch Mandich
CEO

Edify

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.

Tracy Esposito
Director, HR Business Partner

Over the years, both at 3Com and now at Redback, I’ve found LSA Global to be a valuable resource. The recent compliance program that they delivered for Redback’s executive and management team was the right solution, of the highest of quality, and customized to our business and culture. I would highly recommend LSA to any company looking for top quality solutions.

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Vice President of Human Resources

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

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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Director of Global Recruiting

AKQA

LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.

Margaret M. Mader
Vice President, Human Resources

Hyperion

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