Performance Matters - The Healthy, High-Performing Cultures Issue - 31

PERFORMANCE MATTERS / PG 31
While talent planning assesses
someone's capacity or potential for future
performance, succession planning looks
at key role(s) and requirements. Together,
they provide a comprehensive picture of
your talent, showing areas of strength
as well as gaps or overlaps. Use your
succession plan as a key resource in
making talent decisions, so that career
development pathways and lattices offer
leaders a variety of opportunities-ones
that address individual growth goals
as well as organizational needs.
By pulling through the talent requirements
thread, you can create development
systems, programs, and practices that
are the best use of the organization's
resources-because you're ensuring
that people will be able to develop the
skills, abilities, and leadership capacity
to take on new challenges. This is how
you create a talent-rich organization.
is going? How does this organization
fit with my needs and values? Is my
talent recognized? Is this a safe and
secure environment for me to flourish?
Make sure your company narrative is
authentic to your organization's culture
so that everyone has a clear picture of
the relationship they are entering. (To
learn more about how culture impacts the
employee experience, go to page 14.)
Hiring
Developing
Competency gaps can become
foundational opportunities for your
organization's development needs.
(Conversely, if career development,
learning, and organization development
efforts lag the business needs, it's
likely that business objectives
haven't been translated into
capabilities and competencies.)
Enthusiastic, talent-attraction " spin "
and high applicant rates can be
tempting when organizations need to
meet staffing targets or face a talent
shortage. Yet once people sign on, it
can be tough for the organization to live
up to the marketing hype-especially
if there isn't cultural alignment
between the hype and reality.
When an employee joins the organization,
the two enter an employment relationship
that is assessed over time: How does this
employee fit with where the organization
about the author
Conclusion
Winning in the talent marketplace
is possible-but it requires building
rigor into your talent management
process. First, you must understand
your organization's unique dynamics for
workforce supply and talent demand to
surface strengths, gaps, and overlaps.
Then, address those gaps by promoting,
developing, and hiring the talent that your
organization really needs. This way, no
matter how the talent marketplace shifts
next, your organization will be ready.
Carol Henriques is a Principal
at TiER1 Performance who
is passionate about helping
clients find innovative
solutions to organizational
challenges. Carol has a
knack for developing practical,
systems-focused solutions
that are rooted in deep
understanding of the unique
characteristics of each
client's situation. Carol is
committed to always growing,
developing, and staying
true to her values.
https://tier1performance.com/author/c-henriques/
Performance Matters - The Healthy, High-Performing Cultures Issue

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