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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Learning & Development

ebay

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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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.

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Human Resources 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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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.”

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Thoratec

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.

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HR Manager

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
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We partnered with LSA Global to help us invest in our people in the areas of performance coaching, diversity, and inclusion. They focused on helping us succeed and were very flexible in meeting our specific needs. LSA Global exceeded my expectations from a speed, quality, and value standpoint. I would recommend LSA Global to anyone looking for a true business partner.

Anita Luckinbill
Director, Human Resources

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Bob Ward
Director of HR

LSA provided top notch solutions right when and how we needed them. They exceeded my expectations from a speed, quality, and cost standpoint. I recommend them to anyone looking for a true business partner in the Learning and Development arena. The breadth and depth of their expertise has helped us hit tight deadlines across multiple projects.

Fortune 500 Financial Services Company
Director of Infrastructure & Technology

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.

Gina Fulton
Vice President of Human Resources

Understanding and conforming to legal compliance was very important to our company. We turned to LSA Global to provide a quality and cost effective way to ensure that we were AB 1825 compliant. Their interactive eLearning program was top-notch. It allowed our managers to learn at their own pace, and on their own time. The program was tailored to include our logo and our internal harassment policies. It was interactive and met all federal and state legal requirements. I would highly recommend LSA Global to any company looking for an efficient and effective and top quality way to train their managers to be in compliance.

Kelly Warren, SPHR
Director, HR & Compliance

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.

Maya Paul
HR Director

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

I have worked with LSA Global at previous companies and welcomed the opportunity to bring them in to support my new organization. We worked closely with LSA to design a solution for our Client Partner Teams and Management Training on both coasts. LSA designed a customized solution for our business and organizational culture. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner that makes an impact.

Laurie Torres
Chief People Officer

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