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Focus On Talent Management… It’s Your Future!

Written by: Doyle Slayton

Article Overview: The future of your company depends on your ability to develop talent! The question is... are companies headed in that direction? I was recently in deep conversation with one of my mentors. He said, "Employees these days have no loyalty to the companies they work for. This new generation of employees doesn’t think about that stuff. For this reason, many companies today are less focused on developing their people. Many of these companies expect employees to invest in developing themselves."

Focus On Talent Management… It’s Your Future!

The future of your company depends on your ability to develop talent! The question is... are companies headed in that direction? I was recently in deep conversation with one of my mentors. He said, "Employees these days have no loyalty to the companies they work for. This new generation of employees doesn’t think about that stuff. For this reason, many companies today are less focused on developing their people. Many of these companies expect employees to invest in developing themselves."

So, should the talent development initiative lie with the company or with the individual? The answer is… both! The more you develop your people, the more they will invest in developing themselves!

Here are seven areas for developing a talent management program for employees:

1. Core Values - Establishing core values allows the team to rally around an established set of guidelines that align goals, thoughts, and behaviors.

2. Motivational Forces - Finding out what motivates each individual team member is critical to understanding what drives them toward success. In addition, it helps to determine each individual’s role on the team.

3. Career Path - Most employees will look for advancement opportunities or added responsibilities. Although that desire may not be immediate for all, many employees will begin to look for opportunities when they feel they've mastered their current role.

4. Gap Analysis - Once direction and career goals are established, we must understand the key skill-sets required to get there. Everyone has strengths and weaknesses. We must build on the strengths while fixing the weaknesses that are "deal breakers."

5. Informal Leadership - As the culture begins to develop around the principles listed above, informal leaders will begin to emerge. The culture will strengthen around peer-to-peer accountability and a desire for continuous improvement.

6. Individual Development Plans - Now that we've established a strong foundation, managers and directors must follow-up with individual development plans that will strengthen and enhance each employee’s ability to proactively contribute to the direction of the team.

7. Leadership Development Program - Implementing a formalized leadership development program will allow select team members to work in a group to enhance their skills and establish themselves as the strongest potential candidates for future management and executive roles.


What does your talent management program look like?

What initiatives would you add to this list?

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Article Tags: advancement opportunities, career goals, career path, continuous improvement, core values, deal breakers, development initiative, gap, gap analysis, individual development, individual team, informal leaders, informal leadership, management program, mentors, new generation, strengths and weaknesses, strong foundation, talent management, team 3



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