Are You Prepared to Meet Your Future Talent Demands?
Too many talent leaders admit that they do not keep close enough tabs on the size, quality, and skills of their workforce in order to confidently meet future talent demands. That is bad news for organizations that rely on talent to scale and differentiate themselves from the competition.
People as a Competitive Advantage
If you believe, as we do, that people can create a significant and compelling competitive advantage, you need to regularly review how prepared your workforce is to meet the critical demands of your business not only now but in the future.
Your talent management strategy must be ready for future talent demands to help you grow. You need a workforce plan that ensures you have the ability and the high performing organizational culture needed to quickly adapt to marketplace changes.
6 Steps to Get Ready for Future Talent Demands
Here are the basic talent management steps we recommend to our high growth clients in order to confidently get ready for future talent demands:
While there are many important ingredients to any business, different businesses have different strategic and cultural foundations. For example, Federal Express, Amazon, and Starbucks are famous for putting their customers first. Google, Virgin, and Southwest are famous for putting their people first. Both approaches, when well executed, can lead to success.
You and your leadership team need to take a stand on where talent falls on the priority scale and plan and execute accordingly. If there is not alignment at the leadership ranks regarding talent, your plans are just wishful thinking.
Take a hard and objective look at skills (performance and potential) and roles (scope and responsibilities). For high stakes and critical roles, consider using a leadership simulation assessment to get it right.
Do you need to increase or decrease your workforce and how will you go about it? Do you need to improve performance overall or only in some areas? Is your talent armed with the confidence, competence, and support required to meet future challenges?
Be as specific as you can in setting goals and timelines.
The Bottom Line
You have undertaken a worthy initiative to meet future talent demands. Don’t keep it a secret. Be sure your employees appreciate your investment in them, be sure your stakeholders understand why it matters, and be sure your customers recognize the value of your engaged workers.
To learn more about how to meet your future talent demands, download The Latest Research-Backed Talent Management Recipe for Success
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