Is Your Organization Ready for the Talent Demands of the Future?

One cartoon man piles even more papers on the desk of an overworked employee

Are you keeping close enough tabs on the size, quality and skills of your workforce?

If you believe, as we do, that people can create a significant and compelling competitive advantage, you need to regularly review how prepared your workforce is to meet the critical demands of your business not only now but in the future. In other words, you need a talent management strategy that will ensure your talent requirements are in place to help you grow. You need a workforce plan that ensures you have the ability and the high performing organizational culture needed to quickly adapt to marketplace changes.

Here are the basic talent management steps we recommend to our high growth clients:

  1. Agree upon the relative importance of people to your business
    Gather your business leaders together to assess their perceived value of the workforce as a competitive advantage. The leadership team should agree upon how the value of people (attracting, developing, engaging and retaining talent) compares to other strategic intentions such as operational excellence, financial strength, product innovation, customer satisfaction, etc.

    While they are all important ingredients to any business, different businesses have different strategic and cultural foundations. For example, Federal Express, Amazon and Starbucks are famous for putting their customers first. Google, Virgin and Southwest are famous for putting their people first. Both approaches, when well executed, can lead to success. The bottom line: you and your leadership team need to take a stand on where talent falls on the priority scale and plan and execute accordingly.

  2. Evaluate what you have
    Once you agree upon the relative importance of attracting, developing, engaging and retaining talent for your business, it is time to understand how well the workforce is currently performing. This includes assessing how prepared they are in terms of skills for what is needed today and what will be needed tomorrow and forecasting what is required in terms of headcount and skills to meet current and future needs.
  3. Predict what could happen
    Research workforce trends and examine scenarios that have the potential to upset the current value and cost of your organization’s employee base. Take a look at both internal and external factors and begin to prioritize those events that pose the greatest risk to being able to attract and retain both the urgent and strategic talent you need to execute your business strategy.
  4. Assess what you are missing
    This is where you begin to answer the question of “what if” any of the scenarios you described were to take place. Where do you need to beef up the workforce to meet those challenges? You should consider potential gaps in skills, knowledge, competencies and bandwidth.
  5. Know what you need to do
    Now you are ready to decide just what talent management actions you need to take to fill those identified gaps. You know what you have, what could happen and what you need. This is the stage where you figure out what steps the organization needs to take and their order of priority. Do you need to increase or decrease your workforce and how will you go about it? Do you need to improve performance overall or only in some areas? Is your talent armed with all they require to meet future challenges? Be as specific as you can in setting goals and timelines.
  6. Monitor and measure how you are doing
    As you make progress against the talent road map you have set, keep track of how well you are measuring up by identify the critical few leading and lagging indicators of success.

You have undertaken a worthy initiative to meet future growth needs. Don’t keep it a secret. Be sure your employees appreciate your investment in them, your stakeholders understand why it matters, and your customers recognize the value of your engaged and fully empowered workers.

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Samsung

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.

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Intuit

PalmSource has found our relationship with LSA extremely beneficial. We worked closely with LSA to customize the right Management Training Program solution to meet our unique business needs. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner.

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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.

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Human Resource Manager

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

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.

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Blackhawk Network

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

LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.

Margaret M. Mader
Vice President, Human Resources

Hyperion

LSA exceeded all my expectations. We interviewed 7 potential training and consulting partners and selected LSA due to their expertise, flexibility, and breadth and depth of solutions. We were able to construct a management training course from the modules most appropriate to our needs, and are able to provide additional training from their well developed portfolio of experts. Our managers galvanized as a team throughout the session and are better prepared for the rigors of a competitive market.

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CEO

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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

I consistently look to LSA Global when I need custom programs put together for my client groups. I can always count on LSA to do a thorough needs analysis and to put together spectacular programs that are well received. Their management development and performance management expertise and professionalism make them one of my top-rated learning and development partners.

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HR Program Manager

Rambus

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

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