Talent Management Strategy
It is all well and good to develop a robust business strategy. As the great Yogi Berra once said;
“If you don’t know where you are going, you might wind up someplace else.”
However, it is in the execution of the strategy where the game is won or lost. Strategy development is about knowing something. Strategy execution is about doing something. And in the end, execution is about human behavior. It is about the necessity of having everyone acting in alignment with each other. To deliver stellar results, people need to be hyper-aligned and laser-focused on the highest-impact actions that will drive the organization’s most important outcomes. This is where a Talent Management Strategy comes in.
The way a team plays as a whole determines its success. You may have the greatest bunch of individual stars in the world, but if they don’t play together, the club won’t be worth a dime
In developing a Talent Management Strategy, some questions that might be asked are:
- What Talent aspects are enablers of the strategy?
- How will you know if the enablers are in place and effective?
- What roles and structure are needed to deliver services effectively?
- What accountabilities will lead to high performance?
- Do we have the people internally to fill the key roles?
- Do we have managers ready to step into key leadership roles?
The various components of a Talent Strategy can be readily seen in the below graphic.