Why Invest in Talent Management

Invest in Talent Management

Do Your Leaders Invest in Talent Management?
Among all the investments you can make as a leader to grow your company, don’t, for heaven’s sake, neglect to invest in talent management…attracting, engaging, developing and retaining your top talent.

Businesses Should Invest More In People
Business leaders all seem to acknowledge that an organization’s success depends largely on the skills and level of engagement of their employees. And yet leaders do not consistently put their money where their proverbial mouth is and invest in talent management. When choices are to be made among business priorities, investing in recruiting and developing the right talent often seems to fall to the bottom of the list.

Talent Matters – Do Not Make the Same Mistake
Our organizational research found that talent accounts for 29% of the difference between high and low performing organizations.  Here is how to invest in talent management and put Talent Management  back where it belongs…as one of the three pillars of a successful business. The other two? A clear strategy and an aligned culture.

1.  Take Advantage of Employee Referrals
Don’t rely simply on your recruiters to find top talent. Your employees can be a valuable source of job candidates. Because they have lived it, your employees know the workplace culture and can assess potential cultural fit as well as anyone.

Experts say that companies should get near 50% of their new employees through inside referrals. These new hires prove to be the best quality hires…consistently.

2.  Hold Your Talent Teams Accountable for Performance
Make sure your recruiters and human resource function understand how important identifying and retaining quality talent is to the company business strategy. How? Make these measures part of their performance criteria and compensation.

They’ll get the message quickly and up their game.

3.  Don’t Ever Settle
Yes, we know how important it is to fill that critical job. But if you settle for less than top talent that fits, the job won’t get done as well as you need and you will likely have to re-fill it soon. Be patient.

Putting quality hires in key positions can make a huge difference in how well their teams perform and in reducing overall turnover.

4.  Train Your Interviewers
Anyone who will have an influence on the choice of candidates should be well schooled in behavioral interviewing techniques. Not only do you want savvy interviewers who can probe beneath the surface to predict a candidate’s true behavior on the job; but you also need to follow a structured process that is consistent, legal and fair.

5.  Be Forthright and Honest
There is nothing to be gained by presenting the job as something it is not. You are far better off describing the job and culture accurately. All too often, new employees leave because the job did not fit their expectations.

Don’t let marketing slogans affect the way you talk about the work ahead. The clearer you can be the better understanding the candidate will have of the job and the better the hire.

The Bottom Line
Your ability to attract, develop, engage and retain talent that fits your unique culture and strategy can truly be your competitive advantage…as long as you invest in it as the high priority it deserves.

To learn more about how to invest in talent management, download Why Talent Is Only 1/3rd of the Talent Management Recipe for Success

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We engaged LSA to design and deliver a 6-month custom executive coaching program for a group of our key leaders. The focus of the program was to help a core group of senior leaders to leverage previous investments in management training, to ensure the engagement and retention of key employees, and to push critical strategic initiatives forward. Even with the high expectations of our senior people, LSA has completely exceeded our expectations. I would recommend them to anyone looking to create and implement a custom coaching methodology using proven tools to drive true change.

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Senior Marketing Manager

Samsung

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HR Manager

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Human Resources Manager

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Human Resources Business Partner

Intuit

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.

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Business Development Manager

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.

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Director, Team Development

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Chief Financial Officer

I highly recommend LSA Global to anyone who is looking to improve individual or organizational effectiveness through their top quality programs and broad range of expertise.

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VP of Human Resources

“We turned to LSA to help us custom design and deliver a leadership and management development curriculum to help drive performance. They have done an excellent job diagnosing the business situation, designing an approach that fits our culture, and delivering a first class solution.”

Sally Buchannan
VP Human Resources

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’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.

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Vice President, HR and IT

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.

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Director, Human Resources

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.

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Vice President, Worldwide Human Resources

The LSA Global team was very receptive and flexible to our needs every step of the way. Their staff and facilitator demonstrated attention to detail, responsiveness, and professional courtesy. The participants were thrilled with the outcome and rated the communication skills workshop and the facilitator as ‘Excellent’. I’d highly recommend working with the LSA Global team to meet your professional development needs.

John Mastrorilli
FRDP Leader

Intuit

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