Putting Talent Front and Center
If you know how to create a talent-centric culture, does a talent-centric culture create higher performance? Companies are being held to consistently higher performance standards and the risks of not measuring up are increasing. Leaders tell us this means bigger goals, increased complexity and tighter budgets. Employees tell us this means higher expectations, an increased pace of change and the need to do more with less.
Is knowing how to create a talent-centric culture the answer?
The Definition of a Talent-Centric Culture
We define talent as the workforce that leaders build and manage to create a unique advantage their competitors cannot replicate. We define a talent-centric culture as the proactive and thoughtful attraction, development, engagement, and retention of the talent required to execute your strategic plan in a way that aligns with your corporate culture.
While the overall talent approaches are quite similar across companies at a high level, what makes talent perform at their peak is unique to each company’s strategy and culture. In a nutshell, a talent-centric culture is all about leaders prioritizing that the right people are in the right place at the right time to create a competitive advantage.
Talent Management Research
Our organizational alignment research found that talent accounts for 29% of the difference between high and low performing organizations in terms of revenue growth, profitability, customer loyalty and employee engagement. No longer can talent management be kept on the back burner. Your people strategies belong front and center along with your business strategies. If your people strategies are not aligned with your business strategies, you will struggle to outperform your peers over time.
Smart Leaders Get the Importance of Talent
The top leaders of successful organizations are placing more and more emphasis on talent. They recognize that talent must be viewed as a critical factor in planning for success now and into the future. The knowledge of how to create a talent-centric culture matters.
How to Create a Talent-Centric Culture
There are no shortcuts. The process of how to create a talent-centric culture is not complicated, but it takes commitment, focus and perseverance. The rewards will be plenty. Just remember that you’re doing this for the long-term health and performance of your company.
1. Create 100% Alignment at the Top
Your key executives need to be on board – and this includes your HR leader. Your entire executive team must commit to, pay attention to and care about talent as a top priority. From an HR perspective, you need to take a holistic and strategic approach to talent. For talent to make a difference, it cannot be viewed in isolation from the business.
How you attract, develop, engage and retain talent must be an integral part of how you make strategic decisions and how you allocate scarce resources. HR needs to sit at the table with your other executives during the strategic planning process so they can weigh in with their expertise on the talent strategies needed for success.
2. Foster Continuous Learning for Top Talent
In most organizations, a small subset of jobs and roles produce a disproportionate amount of value for the company. If you truly want to create a high performing organization, you need to identify those critical positions and fill them with top performers in whom you explicitly invest for their growth, engagement and retention. Make sure your talent investments give your company the people firepower it needs for current and future success.
3. Build Flexibility
Be sure to bake some flexibility into your talent management plans. With increased competition and constant disruption, your talent must be as flexible as your strategy. The key is to develop leaders with the skills to anticipate change and the agility to make and adjust to changes as they occur in order to meet new challenges.
The Bottom Line
If you believe that your competitive advantage lies in your workforce, you need to get your key executives to work together, continually develop your top talent and build in the ability to shift gears as needed. To create a competitive advantage through your people, invest as much time and effort into your human capital as you do in your financial capital. A people advantage is difficult for competitors to replicate.
To learn more about taking your HR function to the next level, download What HR Needs to Do to Earn a Seat at the Executive Table
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
I’ve partnered with LSA Global at two companies now, and I consider them a valuable and trusted training and consulting resource. They recommended just the right solution to address our management development needs and have wonderful facilitators that match YuMe’s culture and style of our management team. I would highly recommend LSA Global to any company wanting to deliver quality learning solutions with a valuable learning and development partner.
What a personal and professional pleasure it has been to Partner with LSA. They are truly a strategic partner with Wyse. For more than 5 years, LSA has been engaged in delivering various training and development solutions for Wyse, from custom on-site programs targeting specific core competencies, to working individually with clients to build job skills, and offering invaluable services to me and my team as we continue to build our learning programs. LSA’s representatives do more than sell a product, they offer a full service solution: they understand our business, our strategic initiatives, and the needs of our customers.
Director of HR
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.
Chief Financial Officer
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.
Director, HR Business Partner
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.
The refreshing thing about LSA is that they focus on understanding our business situation and helping me succeed instead of selling a product. With over 150 experts, they are an invaluable resource that helps me deliver higher quality results faster. I recommend them to anyone looking to improve the performance of their workforce.
VP of Human Resources
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.
HR Project Manager - Training & Development, PHR
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.
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.
Director of Global Recruiting
LSA’s approach and ability to bring the best resources to eBay has been a great asset. They really focus on helping us succeed in any way they can and are very flexible in meeting our management and talent needs.
Learning & Development
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.
Human Resources Business Partner
We contacted LSA to help us with customized management development. LSA worked with me to identify a solution that would meet our exact needs. We decided to start at the top and ran the program for our executive team. It was such a great success that we hope to roll it out companywide. We look forward to a long-term partnership with LSA Global and their team of experts.
Barry L. Byrd, SPHR
Human Resources Manager
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.
Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.
Want to know how you stack up against leading organizations? Receive a complimentary benchmarking analysis courtesy of an LSA Expert.
Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.
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.
Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.
Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.