Solution Support Options….customized to your needs

Summary:

The focus is on examining your present state with your pipeline of talent; considering your strategy and future, where do you need to be and if a gap, how to close the gap and when do you need the gap closed.

Preparation:

The on-site workshop involves a survey that can be answered by various stakeholders in talent management system with emphasis on their views as to readiness to compete and other key indicators of success. Based upon the data we will design the workshop in concert with a designated C-Level executive and/or a panel

Includes: (On-site Executive Workshop tailored based upon findings of ‘present state’/’desired state’)

•  The aforementioned  assessment of ‘Present State’ and suggestions of key improvement areas
•   What the best companies do…what is their philosophy of talent management and their practices;
•  Stakeholders in Talent Management…from a Board to C-Level executives, to Unit Managers…Emerging Talent and Human Resources…what are their needs;
• What is our end-state with Talent: Discussion of the key deliverable/end-state of talent management—is it individual development, a ‘pool of talent’, ability to deploy talent or is it having a viable pipeline and the information on which to manage that pipeline;
•  A review of assessment approaches…ranging from testing to facilitated discussions and, what will work best for you;
•  Research findings: New, refreshing definition of Leadership and the litmus test in promotion…that will change who and how you promote in the future;
• Leadership behaviors required to build a pipeline of talent—and, what should we hold leaders accountable for? …What is HR accountable for?

Benefits:

• Review of survey results provides information as to how key stakeholders view present state and what needs to be done as we move forward;
• Identifying what other information is a ‘need to know’ and how we will acquire that information;
• Senior executives identify/agree on the other key consider beside talent and that is work to be performed; using an understandable framework of work with most critical being: Strategic work, such as ‘Mission Critical’ and this years Pivotal Positions, etc.
• Senior Management will have identified what information is essential for the C-Level requires to make key deployment decisions…,and
• Executive Management identifies Key Talent Issues and a plan to move the organization.