How Talent and Strategy Fit Together for Success

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?

  • Is it your product? Just think how quickly it could be replicated or become obsolete.
  • Is it your pricing? Competitors will soon lower their approaches and prices to match.
  • Is it your market? You know how fast others will follow.
  • Is it your talent? It is very difficult for competitors to copy a high performing and highly engaged workforce.

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

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Director, Human Resources

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Director, Software Engineering, EPG

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Vice President, Human Resources

Hyperion

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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Director, HR Business Partner

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Senior Project Manager

Hyperion

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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.

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Human Resources Business Partner

Intuit

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.

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Director of Human Resources

We have worked with LSA Global for our learning and development needs and have always had great success. They helped us recently with customized Management Workshops that we held for the second time. It was fantastic, and I would highly recommend LSA to anyone that is attempting to get immediate and impactful improvements.

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HR Manager, BU Radiology Informatics

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.

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HR Project Manager - Training & Development, PHR

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Debra Martucci
Vice President, Information Technology

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Senior HR Manager - Staffing, Training, & Development

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 has been a tremendous asset to my portfolio, both at my current company and my past company. As an HR leader, I am always looking for ways to find external resources that can provide a solution to our management training needs. LSA does that for me. Their solutions are presented in a much more leadership-oriented manner so as to be crisp, business relevant, and easy to apply right back on the job. I will continue to augment our programs using LSA solutions.

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VP of Human Resources

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John Mastrorilli
FRDP Leader

Intuit

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