Talent for Today

Many people think about talent management and leadership development as something “you do for the future.” While the future leadership of an organization is important, can we really predict who those future leaders will be? Ultimately, how much control does the organization have over an employee’s decision to stay? Organizations certainly can influence the decision, but no amount of influence can guarantee your ‘star’ employee will stay.

This does not, however, imply talent management, succession planning, and leadership development should be relegated to the back-burner. On the contrary, these initiatives should be front-and-center on the minds of your leadership team now and the reason is a simple “numbers game.”

The effect one great manager/leader has on your current talent is multiplied by the number of employees they interact with. If a star leader has 4 direct reports, and each of them is being actively developed by the star, you’ve just exponentially raised the level of your current talent pool. If your star is interacting across the organization their skill set and expertise is also expanding outside their area of direct influence.

My charge to you is, stop thinking about talent management as something you do for tomorrow and start thinking of it as it pertains to today. The only resource your organization has that your competition can’t duplicate are your people. What would it mean to your organization if you could develop one additional star employee? What effect could that additional star employee have your current talent pool?

Related Articles: Our Approach to Learning; Invest in Top Talent

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