Talent: Only 1/3rd of the Talent Management Recipe for Success

An upward leading arrow is being held aloft by a cooperative team of business people.

The Talent Management Recipe for Success is elusive for many high growth organizations.  The goal of talent management is to create and sustain organizational excellence through people—by attracting, developing, engaging and retaining the top talent that makes sense for your business strategy and unique organizational culture.

Done right, effective talent management can differentiate your company from the competition in both good and bad times.  Done poorly, inconsistent and unaligned talent management methodologies can grind your company to a halt.

If you are looking for a sustainable and profitable talent management recipe for success to help grow your business, there are three critical factors that need to be in place.  And all three need to be inextricably connected and aligned.

  1. Strategy
  2. Culture
  3. Talent

Strategy
Successful leaders know that talent management plans cannot succeed unless they are purposefully linked to the most pressing priorities of the business. Fundamentally, strategy is about making hard choices and focusing only on the areas with the greatest leverage. If your strategy contains more than five major priorities, agree upon what really matters most.  Otherwise, your strategy is not compelling enough to focus the troops.

Culture
Once your strategy is clear enough to act, designing a high performance culture to execute it provides the glue necessary for the talent strategy to stick.  It takes more than a winning business strategy to beat your competition. It also takes a high performing organizational culture that supports and accelerates the strategy.

Talent
The purpose of creating a differentiated talent management strategy is to drive organizational excellence.
Organizations can ill afford to hire wrong or to lose current players that matter.  With your strategy clear and your organizational culture aligned, building a high performing workforce has four main building blocks:

  1. Attracting Top Talent
    Have a clearly defined employee brand that aligns with your overall company brand promise. A clear, compelling and differentiated employee brand can help your company stand out in a crowded market while attracting the necessary talent that fits.Define the profile of a successful candidate and the organizational culture in which they need to succeed.  Selecting new employees is one of the most critical decisions an organization can make.  Invest the time required to get the job profile right, conduct thorough behavior-based interviews, hire smart, and increase speed to productivity and engagement with a quality onboarding program.
  2. Developing Top Talent
    Effective leaders ensure that each and every learning and development initiative can demonstrate a measurable contribution to the business. To develop top talent, you must change on-the-job behavior and performance. To change behavior and performance, you must treat learning as a change initiative, not a training event.  Our own research of over 800 training measurement projects has shown that only 1 out of 5 people change their behavior from training alone.Start by identifying the specific business metrics that you want to impact with your key business stakeholders.  We call this the “metrics to move™.”  Make sure that you:
  • Finalize key business and learning objectives
  • Agree to leading and lagging success metrics
  • Calculate current baseline and desired targets for each metric
  • Complete a high-level business case that aligns with company priorities
  • Draft a high-level project, communication, measurement and change management plan
  1. Engaging Top Talent
    Based on employee data from over 5,000 employee engagement surveys annually, we know that engaged employees are more productive, more profitable, more customer-focused, and more likely to stay.Start with understanding your current engagement levels. Employee engagement surveys done right reveal much more than an organization’s shortcomings. They can paint an accurate picture of their employee brand, culture and their value to prospective hires.
  2. Retaining Top Talent
    More than 50% of highly engaged organizations report lower attrition rates. It has been well documented that unwanted employee turnover negatively affects customers, employees, productivity, and profitability. If your company’s turnover is too high, it’s time to understand why. Use a combination of:
  • Employee Exit surveys to get a complete turnover picture
  • Employee engagement surveys to discover organizational culture strengths and weaknesses
  • Experiential learning to help managers understand, and own, their role in retaining talent
  • Targeted action plans to affect change

If you want your talent management strategy to create organizational excellence, start with the business strategy and the organizational culture.  Then you can confidently create an aligned plan to meaningfully attract, develop, engage and retain top talent.  That is the Talent Management Recipe for Success.

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Fortune 500 Financial Services Company
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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

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.

Kortney Riddle
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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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AKQA

In my years working with LSA, it seems like I’ve had a personal consultant at my fingertips to help me identify just the right solution to satisfy our needs. The entire LSA team has become a trusted friend of Actel — assuring we provide state-of-the-art learning to meet our complex, high-tech business and people needs.

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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.

Rae Phillips
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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.

Ken Boehm
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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

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.

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Hyperion

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.

Mary Johnston
HR Manager, BU Radiology Informatics

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.

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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.

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