Sustainable Talent Management
Support of the CEO and Executive Team
When CEOs model the way for effective talent management, you see successful system implementations and results. This includes defining clear expectations, setting individual development goals, conducting timely performance reviews, coaching and mentoring individuals, and holding managers accountable for meeting the same performance standards. We find that managers are most uncomfortable with building employee relations and holding others accountable to meet expectations. They are uncomfortable with the dialogs and conversations required to be effective. They often let their own insecurities get in the way of helping others be better. The CEO is the best person to help managers overcome the fear and intimidation of the process and coach others to success.
Avoiding Complexity Creep
Complexity is what makes most good intentions a wasted effort. Without clear expectations, it is easy for complexity to creep back into the process. People start adding and building features for all contingencies, thereby confusing the true purpose and meaning required for the process. Your talent processes should be audited at least annually to identify opportunities for streamlining and eliminating unnecessary complexities. This requires measuring outcomes and monitoring processes to determine what needs to be weeded out to optimize the time of HR staff and managers.
The Right HR Management and Talent Leadership
Few HR managers and staff members have experience with business systems and operations. This lack of understanding often makes it difficult for them to effectively integrate talent practices into the organization’s functional aspects. This may impede their ability to display the courage needed to engage and educate managers on the importance and practical steps to implement talent management priorities.
Internal Focus on Continuous Process Improvement and Paperless Processes
HR involves a lot of paperwork and provides great opportunities for savings in the time and money spent on resources – people, paper, email, and training. Talent managers must understand the business and identify areas where resource reductions can be implemented.
Passion and Courage
Talent management is about people coming together to achieve a common purpose. The leader’s passion and commitment to achieving a vision are essential for engaging a systemic and focused talent program. Leadership must be persistent without compromise to achieve a focused and deeply engaged system. Passion is contagious, and the courage to take action only occurs when leadership sets the right example.
Share Your Experience
What challenges or successes have you encountered in your talent management program?