Ideally, Talent and Strategy Fit Together
Our organizational alignment research found that when talent and strategy fit together, they account for 60% of the difference between high and low performing companies in terms of profitable revenue growth, customer retention, leadership effectiveness, and employee engagement. Just imagine the opposite. How would you expect a company to perform if their talent and strategy for success were misaligned?
What Is Your Competitive Advantage?
When all is said and done, how would you vote when asked to define your company’s greatest competitive advantage?
A Talent Advantage is Difficult to Replicate
For companies who do not have the right talent they need, it typically takes time and a concerted effort to attract, develop, engage and retain the level of talent required to set a company apart. If yours is the company with the right talent in the right roles, this is most likely your true advantage that is difficult to replicate. One that will create better products and pricing for the right industries – consistently over time.
In fact, a recent article in HRO Today cites research by Steven Joyce that top-performing talent management organizations posted earnings that are 15 percent higher than their peers. No surprise to us.
How To Build and Sustain a Talent Advantage
Now the question becomes how can you build and sustain a talent advantage? You want to be able to attract, retain, manage, and engage top talent where it counts for your organization. This is your challenge…to manage your workforce so that you have the right people with the right skills in the right jobs at the right time.
1. Hire, Develop and Reward Talent Where It Matters Most
Aligning your talent strategy with your business strategy is key. You need to map your top talent to the critical few strategic initiatives that matter most and immediately fill any gaps. For example, if you have determined that your business strategy for success is to create a customer-focused culture, then you must hire, develop and reward for the customer-facing skills, competencies and attitudes that promote customer intimacy and satisfaction.
Have you mapped your talent to your business strategy?
2. Leaders Need to Put Their Money Where Their Mouth Is
All the research tells us that CEOs are increasingly concerned with the available level of talent for today and for the future. But they must not relegate this task to a single, under-resourced and underappreciated HR department. HR and senior leaders need to work together to support and fund the effort to build, develop and engage talent across the board in a way that makes sense.
Is your succession planning pipeline up to par?
3. Identify, Hire, and Develop the Qualities You Need
Create job profiles outlining exactly what you need for each and every hire to be set up for success. And then stick to them – do not settle. And remember, “A” players exhibit more than the competencies required; they have the proven behaviors that drive toward success and that fit in your unique organizational culture. Once hired, your job becomes one of engagement and performance management to see that employees are equipped and held accountable to meet clearly defined job expectations.
4. Look to the Future
Talent management is not just about the here and now. Done right, you would select high potentials and put them on a thoughtful, productive, well-monitored path forward. Watch these special employees carefully. Be sure they are ready and willing for the challenge, eager to grow, and fully capable of the trust you have placed in them.
When they do not measure up, find them a path more in line with their abilities and aspirations.
To learn more about how to build world class talent, download 5 Steps to Defining Attracting Top Talent
LSA custom designed a Management Development program that is absolutely “on target” for our technical managers. Their facilitator has done a superb job delivering the material in a way that is fast paced, highly interactive, and fun. She presents practical solutions to the people situations that our managers face every day. I regard LSA as an excellent partner that understands our business needs and a virtual member of our HR department.
Vice President Human Resources
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
VNUS Medical has been very pleased with the effective management development programs that LSA Global has delivered for us over the last four years. The programs have been universally facilitated by experienced and best in class instructors. The knowledge gained by our management team has been put into practice very quickly. VNUS is very happy to be working in partnership with LSA because they consistently deliver excellent programs that receive exceptional feedback from our management team.
Cindee Van Vleck
Director Human Resources
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
LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.
Vice President, HR and IT
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
Harmonic has worked with LSA for over 8 years. We have found their partnership extremely beneficial. We recently implemented a Management Development Program that was designed and customized to support our company’s strategic initiative of hiring, building, and retaining key intellectual property and human talent. We worked closely with LSA to target and implement the right solutions with the greatest impact. I would recommend LSA to any company that’s looking for a trusted training and development partner.
Director 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.
Vice President, Human Resources
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.
Senior Project Manager
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.
Firmware Engineering 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.
The Managing Virtual Teams program was extremely valuable. Your consultant/ facilitator’s fundamental knowledge of Synopsys as a company provided an incredible base to build upon while tackling the complications of managing and working with globally distributed teams. My team walked away walked away with highly useful practices and tools. It was an excellent use of our time.
Vice President, Information Technology
I have worked with other training companies and found it to be more of a seller/buyer relationship than one of matching the right expertise to our business issues. That’s what LSA does – ask the hard questions, listen, and understand our business needs. We receive the benefit of their expertise from assistance with personal development plans to enhancing team performance, to looking at enterprise-wide challenges. It’s all about helping our business succeed as we grow. Right now, LSA is providing great ideas, a fresh approach, and valuable guidance as we develop our management team and accelerate our client relationship management results.
Director, Team Development
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
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