Is Your Plan for Talent Working?

Plan for Talent on the blackboard

Is Your Talent Ready?
Is your plan for talent ready for what your business will face tomorrow?  As a leader, it is sometimes challenging enough to get the day-to-day work done in a way that makes sense.  But it is your job to ensure that your team will also be ready to face the challenges of tomorrow.

Your plan for talent must support the future success of your organization.

The Definition of a Plan for Talent

We define a plan for talent as the people strategy required to attract, develop, engage and retain the talent required to move the business strategy forward.  This includes making sure that employees have the skills that not only serve the needs of the company today but prepare them for the skills needed for tomorrow.

Why Preparing for Tomorrow Matters
We forecast that up to two-thirds of today’s workforce will, in the coming five years, experience considerable change in the ways their jobs are configured.  That’s a significant number of employees who will need to be re-skilled, up-skilled or shifted into other roles.

The Skill Development Challenge
Based upon measuring over 800 training projects, we know that only 1-in-5 participants change their behavior and on-the-job performance from training alone.  Without consistent feedback, coaching and accountability, behavior change is rare.  Combine that with McKinsey’s findings that only 10% of frontline training is effective in preparing managers to lead, and you begin to understand the challenges faced by today’s learning and development functions.

What Does It Take?
For leaders who are serious about keeping their talent ready for tomorrow’s challenges, you must:

  • Have a Clear Picture of Your Current Talent Needs
    Establish job profiles that define the behavioral competencies necessary for your team to succeed at their current jobs. Yes, this takes time, but the effort is well worth it.  To attract, engage and retain talent, you must be clear about what matters most by function, level and role.
  • Keep a Watchful Eye on Emerging Talent Trends
    According to Mercer, half of executives predict at least one in five roles in their organization will cease to exist by 2022. Knowing that industries, competitors and jobs will continue to change, your plan for talent must focus on building your future workforce in a way that matches your strategy.
  • Be Clear about Where Talent Gaps Exist
    Once you know your current talent situation and where you need to be, you can prioritize your talent gaps and build a plan for talent to match your strategy and to stay competitive in the future. Remember not all roles are of equal value but they are unique to your strategy and marketplace.
  • Be Willing to Proactively Invest
    Once you prioritize your short- and long-term talent gaps, it is time to ruthlessly divert resources to cover the gaps – either by training your current workers, re-assigning jobs, or searching for outside talent.
  • Create a Culture of Continuous Learning
    Maintain an environment where learning and staying up-to-date with skills is valued. This should be a fundamental value of your culture to keep your people at the top of their game.

The Bottom Line
Organizations with higher capabilities in leadership and talent management outperform their peers in terms of profitable revenue growth.  For companies that rely on their people to succeed, business results depend on designing and implementing the right talent management strategy. Are your workers set up to succeed both today and tomorrow?

To learn more about how to build a winning plan for talent, download The 3 Big Corporate Culture Myths about Talent

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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

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

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

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.

Jeff Rangel
Director of HR

LSA helped us design and deliver a blended learning solution for our leaders to help drive our growth plans in a way that aligned with our specific culture and values. LSA understood our business, had deep expertise in the content areas, tailored the programs to fit our specific needs, and delivered great results. They constantly strive to deliver business impact and align their solutions with our business initiates, culture, and performance management systems. I highly recommend them to anyone looking to take their leaders to the next level.”

Beth A. Taylor
Vice President of Human Resources

Thoratec

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 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.

Margie Bunting
HR Manager

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.

Kortney Riddle
HR Manager

I am very impressed with the quality of work and talent. LSA did a great job of listening to my needs and providing the exact management training program expertise I needed to get the job done.

Don Pryor
Director, Business Planning & Analysis

We consider LSA our true business partner in the areas of Learning and Organizational Development. From Strategic Planning to Presentation Skills and Management Training, they continue to provide excellent value and extremely high quality solutions – not just one time events. I recommend them to anyone looking to drive true business results.

Michelle A. Mitchell
Vice President, Worldwide Human Resources

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

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.

Mike Normant
Learning & Development

ebay

LSA helped to meet the needs of my teams within a very narrow timeframe. My team walked away with highly useful management tools and practices. LSA saved us time in delivering the right solution for our specific needs.

Sandeep Kumar
Director, Software Engineering, EPG

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

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.

Robert Breckner
Firmware Engineering Manager

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