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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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

Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.

Farhat Ali
President and Chief Executive Office

Fujitsu

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.

Jennifer Remling
Director of Global Recruiting

AKQA

“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

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

What a refreshing change from the half-baked psycho-babble you normally get from training and consulting organizations. LSA gives you the practical and results-oriented assistance you need to define and reach your goal.  They provide a results driven plan – not just a temporary fix. They are great to work with, and even more importantly, they “get it!”

David Fiano
Vice President Human Resources

LSA helped change our entire culture around meetings, making them more effective and efficient, thus enabling us to concentrate on driving more business.

Terry Wassman
VP of Human Resources

We consider LSA Global our outsourced learning and development partner. We worked closely with LSA to customize a management development program to meet our growing business needs. I would highly recommend LSA to any company wanting to deliver quality learning solutions.

Terri Wright-Scheer
Vice President Human Resources

I am very impressed with the quality of work and talent. LSA did a great job of listening to my needs and providing the exact management training program expertise I needed to get the job done.

Don Pryor
Director, Business Planning & Analysis

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.

Chris Wells
Vice President, HR and IT

For our go to training outsourcing partner, LSA provides exactly what we want. As always, they deliver outstanding work!

Elizabeth Siebert
Director, Organizational Excellence & Development

Intuit

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.

Tracy Esposito
Director, HR Business Partner

In the Next Generation Management Development courses, I was trained with skills and tools that have made me and my team more productive, motivated, and successful at communicating with other departments.

 

Kevin Ashman
Firmware Engineering Supervisor

On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.

Cam Greig
Associate Director

Roche

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

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