A good talent management program has three steps:
- Talent profiles and assessments
- Talent review meetings
- Development plans
We’ll look at each element as the course progresses.
Before developing a talent management program for your organization, it’s essential to establish a clear vision. This vision will guide your efforts and help you achieve the desired outcomes.
Start by collecting your organization’s vision statement, mission statement, long-term and short-term goals, and any relevant planning documents. If these foundational elements are not yet defined, now is the perfect time to address them!
Next, organize a vision-setting workshop and invite all key stakeholders. If possible, hold the workshop off-site in a location that fosters creativity. If an off-site venue isn’t feasible, consider transforming a boardroom with decorations to create an inspiring atmosphere. Additionally, you might want to select a facilitator to guide the meeting effectively.
Before the workshop, ask everyone to perform the following exercise:
Sit down with a sheet of blank paper in front of you. In an ideal world, what would our new talent management process do? Don’t think about what it can’t do, or why certain things aren’t possible. List all ideas and goals, no matter how lofty.
Then, at the meeting, have everyone share their vision. Key points should be consolidated on the flip chart.
Once everyone has shared their ideas, narrow the focus down and create a vision statement. This statement should explain what will change and how it will change as a result of your talent management program. It should also be attainable and worthwhile.
A few notes:
- This process can be very simple or very complex depending on your organization. Make it work for you.
- You may need several sessions to build your vision statement.
- Once your vision has been created, celebrate it! Share it with the organization and make it a core part of your talent management program.
- Don’t be afraid to re-evaluate your vision a few months down the road.
