Managing your talent pool
‘People are not your most important asset. The RIGHT people are. Get the right people on the bus, the wrong people off the bus, and the right people in the right seats’.
As one of the Altair leads on Executive Talent Management, I am pleased that this critical stream of our business, launched last summer, has come at a time when organisations are striving to increase their social value in a landscape of constant change, collaboration, transformation and innovation.
The term talent management has come to represent the range of activities that we undertake in order to attract, identify, develop, engage, retain and deploy people who are considered particularly valuable to an organisation. By managing talent strategically, organisations can build a high-performance workplace, encourage a learning organisation, add value to their branding agenda, and contribute to diversity management. For these reasons, many organisations and in particular those in the private sector, consider talent management to be among their key priorities.
We are interested in how you not only get the right people in the right seats, but how you keep them engaged, challenged, fulfilled, performing, learning and equally importantly… actively developing the next generation of talent. During 2017 as we develop this business stream further, we will be establishing and recognising where innovative and collaborative thinking is taking this business-critical activity and inviting you to be part of this through research and a series of Thought Leadership dinners.
It’s often easy to take for granted the talent in our organisations. By talent, I mean the people who make such a difference to organisational performance and success either through their immediate day to day contributions, or who consistently demonstrate high levels of potential. Now more than ever, businesses accept that an integrated talent management strategy that aligns with all aspects of your business and that spans organisational capability, personal development, performance enhancement and succession planning makes good business sense.
CEOs prioritising talent management
The CIPD Resourcing and Talent Planning Survey clearly finds that talent management is a key priority for CEOs with 60% of employers deploying talent management in their organisations with programmes including formal and informal leadership coaching, networking events and board-level and client exposure.
We recognise that approaches to talent management need to fit the culture of the organisation. They need to meet both strategic objectives and day to day business needs and creative strategies for unleashing potential are essential.
A couple of questions for you….
- Do you have a Talent Management Strategy in place to face the challenges of 2017 and beyond?
- Do you know who the top talent is in your organisation? (If not, they are probably waiting for the right opportunity to jump ship.)
So how can we help?
In addition to our well established Executive Recruitment and Interim Management service, during 2017 we will be offering the following services tailored to your requirements:
- Developing/Refreshing your Executive Talent Management Strategy
- Executive Coaching/Mentoring
- Executive 360 appraisal programme with robust feedback and integrated personal development planning
- Personal and professional Insight and Development using the Hogan Suite (Bright side, Inside and Dark Side)
- Team profiling with Myers Briggs Type Indicator (MBTI)
- Career transition – moving on in 2017 (generating a wow CV, great interview skills and ‘sticky’ presentation training)
With a talent management strategy in place that defines how you will attract, identify, develop, engage and retain your talent, either in view of their ‘high potential’ for the future or because they are fulfilling business critical roles will ensure you remain ahead of the curve.
To tie in with the theme of developing the next generation of talent, our new Head of Service Recruitment offer is also being launched. You can read more about this in Anna Hammond’s article here, where she talks about the challenges this presents to organisations.
As part of our ongoing thought leadership work in this area, we are going to be building on last Autumn’s ‘Housing in 2025’ survey which saw over 70 housing leaders share their vision, learnings and priorities with Altair with regards to transforming their organisations (read again here). One of the key findings of that survey included a perceived skills gap at senior levels in many organisations, so this spring we are looking to understand what housing organisations are doing to attract, retain and develop talent to help address those issues. We would appreciate it if you could spare a few minutes to add your organisation’s voice to this research.
We will send participants a summary report once the responses have been collated and analysed. Leading on from the survey, Altair will be hosting a thought leadership event on the topic of talent management at our London office from 6 – 8pm on Thursday 6 April. While this is a provisional date, you can register your interest in attending by clicking here.
Talk to us about how you can effectively manage and develop your executive talent pool in 2017 or simply refresh your existing strategy with the above services, please contact Hilary Channing on firstname.lastname@example.org | 07718 627740.
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