Proactive Talent Management Achieving Amazing Results in ...

Proactive Talent Management

Achieving Amazing Results in Challenging

Times

Proactive Talent Management

Strategic Business Plans Can Be Realized Only When the Right

People Are in the Right Place, at the Right Time, Doing the Right

Things.

Trusted Leader/Top Performer Behaviors (Give yourself one point for each statement that describes yourself.)

1. They mentor others.2. They are requested by other managers and

employees to work on teams or to help solve problems

3. They have spoken at conferences and internal company events

4. They are early adopters of new tools, technology and ideas.

5. “A” players are curious and therefore frequently ask questions during presentations


6. They have written articles or are cited by others in their articles

7. They often use technology to do everything faster, cheaper, and better.

8. They have developed new or innovative processes, systems and approaches.

9. They benchmark and directly compare their company’s work to that of competitors.

10.They utilize advanced tools and methods to accomplish major tasks.


11. They use metrics to quantify the success of processes, products and services they helped to develop.

12. They know the top problems and opportunities facing the industry and organization as well as the steps to take to solve at least one of these critical problems.

Some Common “Non-leader” Behaviors(Subtract four points from your score for each statement that describes yourself.)

1. They demand job security and guaranteed pay.2. They express a strong need for clear “rules,”

defined expectations and job responsibilities.3. “C” players put an over-emphasis on process, the

chain of command and policies.4. They give indications that they are uncomfortable

with ambiguity and rapid change.5. They are strong advocates of seniority and are

opposed to pay for performance.Adapted from “Rethinking Strategic HR” by John Sullivan

To Be Successful Going Forward In Changing Times

We Must Focus On…• Identifying the Core Set of

Competencies• Assessing Organizational

Talent• Planning for Succession • Growing Outstanding Talent

for the Future

OrganizationalResults

Human Resources

Plan

Competency Development

Current WorkforceAnalysis

Hiring & StaffingProcess

Orientation &

Training

Talent Assessment

Personal Goals&

Development

PerformanceManagement

SuccessionPlanning

Compensation&

Rewards

Understanding the Concept of Competencies

• Necessary for the organization to achieve the strategic direction

• Organizational and work-specific competencies counter the myopic focus on technical skills

• Bodies of know-how, experience, acumen, attitudes and skills that enable people to produce positive outcomes through their own efforts

Understanding the Concept of Competencies

• Whereas skills alone often imply tasks and activities for which someone can be trained, competencies flesh out the value of employees.

• They reflect the know-how, experience, acumen and interpersonal dynamics that complement skills.

• Going a step further, "core competencies" are those that refresh, enhance and sustain organizational performance and effectiveness.

Identifying the Core Set of Competencies

What are Strategic Core Competencies?

• Set of 6-10 core competencies that everyone in the organization must exhibit if we are to succeed

Examples of Competencies

• Innovation, Driving Execution, Financial Acumen, Focus on Customers

• Usually defined at multiple levels – core competencies by organizational position level and/or by job function

How Do Companies Use Competencies at Every Level?

• To define culture• To recruit the right talent• To anticipate outsourcing strategies• To improve performance• To shape talent develop• To plan for succession• To connect compensation with value• To assess organizational exposure• To enhance organizational effectiveness

How To Use Strategic Competencies?

• At the organizational level…– Compare strategic

competencies to organizational culture survey results

– Identify gaps– Develop strategies to address

culture gaps

How To Use Strategic Competencies?

• At the individual level– Conduct individual talent

assessments of all exempt associates to gauge level of strategic competencies

– Identify competency gaps at individual level

– Develop strategies to address individual competency gaps

Competencies and Performance Management

• Competencies are the strategic foundation of the business.

• They represent the culture which will achieve future potential, strategic capacity and organizational succession

• Performance management measures current performance and operational excellence

Competency Development Processes

Two Methods commonly used in Organizations

• Best Practices

• Strategic Design

Assessing Organizational Talent

Talent Assessment Objectives

• Assess Leadership Talent• Provide Robust Feedback• Identify Development Needs for All• Identify High Potential Group

Talent Review Process

• Assessment• Validation• Feedback• Targeted Development

Talent ReviewThe Process

Step 1 - Talent AssessmentA. Complete a skill/talent profile:

• Focus on education and work experience• Identify strengths and areas of opportunity• Determine interests and career aspirations• Assess future position readiness and willingness

B. Completion of Assessments:• Self assessment• Supervisor assessment • Submitted rating determined• Division leader validation


Step 2 - Validation/Feedback A. Validate Assessment

• Division leader• Focused and facilitated round table

discussions across divisions in meeting with entire VP group

B. Feedback Session• Conduct session with Employee• 1-on-1 setting• Provide constructive recap of the feedback


Step 3 - Build Targeted Development PlanA. Responsibility

• 50% Individual• 50% Leadership

B. Identify Development areas• Objectives and strategies are jointly agreed

upon• Sponsors are identified as needed• Progress is constantly monitored and plans

are updated


Step 3 - Build Targeted Development PlanC. Provide Development Opportunities

which focus on maximizing potential contribution

• Full-time Jobs• Job shadowing• Interim and Project Assignments• Structured delegation• Cross-training opportunities• Job rotation program

Succession Planning

Succession Planning• The sole competitive edge a company

has is the bench strength of its current and future leaders.

• Companies that consistently use a formal process to help workers advance are also consistently high-performing firms.

• Strategic business plans can only be realized when the right people are in the right place at the right time, doing the right thing.

Succession Planning

• Identify key leaders “at risk” for leaving

• Identify Critical Positions• Evaluate Successor Group• Identify Organizational Risks• Develop Succession Plan and

Risk Mitigation Strategy

Succession Planning

• Demands for Leadership Development grow as:– Market conditions change– Corporations are forced to

respond to changing market place.

– Impending retirement of a large number of employees.

Succession PlanningObjectives:

1. Assess the leadership talent within the organization

• Determine critical skills, competencies and attributes.• Identify new or emerging roles and accountabilities.

2. Identify successor groups within the organization

• Identify positions with leaders “at risk” for leaving• Evaluate potential readiness for advancement.

3. Grow outstanding talent for the future • Identify high potential candidates• Utilize acceleration pools

OrganizationalResults

Human Resources

Plan

Competency Development

Current WorkforceAnalysis

StaffingProcess

Orientation &

Training

Talent Assessment

Personal Goals&

Development

PerformanceManagement

SuccessionPlanning

Compensation&

Rewards

Next Steps and Questions

Change your Thinking, Change your Life!