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Issue #16: Talent Management is DOA? Not on my watch

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“How you handle succession is how you run your business” Joseph Bower, Prof. of Bus. Administration,
 

Transforming Talent Insights

August 29 · Issue #16 · View online
Feeding the Passion for Transformation: Be it Talent, Culture, Work or HR

“How you handle succession is how you run your business” Joseph Bower, Prof. of Bus. Administration, Harvard Business School.
Succession (used often interchangeably with Talent) Management has many different degrees of maturity. Some companies find themselves struggling along the continuum with Replacement Planning (role-by role as retirees go out) – Succession Planning (site-by-site for incumbents who could come next) – Succession Management (where do gaps exist in talent pools / how long will talent gaps take to fill). From these companies you hear statements like:
Talent Management is window-dressing - not business relevant.
Pick-and-choose your Why’s: Stagnant talent pipelines, secret talent processes, more admin than results, not tied to the needs now, its an HR process, broad brushstroke programs only for goldfish, hardlined definitive 3-5-15 year plans, only the folks that a leader doesn’t want to lose to his own business get served up, no one wants to move, no connection to current recruiting needs, there is no connection to long-range plans or people analytics, focus only Executive Leadership – not everyone wants to be a Plant Manager, only people who are mini-me copies of the current leaders have a chance, nebulous responsibility and accountability for actions and follow-up, our HRIS systems don’t deliver what we need etc. 
Future of Work discussions thankfully challenge the traditional Succession Management processes. Getting them to move away from secretive command-and-control processes to a more organic, enabling, and connecting processes integrated into delivering the talent needs, today and tomorrow. These changes are being led by Talent Management trends such as
  • Clarity work around “why” and guiding principles to navigate Talent
  • Understanding that Talent is everywhere (not only on your payroll)
  • Talent Curving: integrated capability planning, Talent Acquisition, Inclusion, Development, Engagement and People Analytics
  • HR Technology becoming more user-friendly and capable to deliver
  • Democratisation and transparency of Talent processes
  • Broader focus on value: Expertise, social and leadership pipelines
  • Individual talents being evaluated on “values fit and a culture add”
  • Balanced focus on today’s and future needs.
  • Development is organic, tailored and meaningful
  • Individual, personal experience of the Talents, who receive performance consultancy not management
How we as business leaders and HR, chose to respond to the trends will show the value in Talent Futures - and perspectives on “your career looks good here”.
As a Talent Navigator, I say to Talent Crews around the world: “Forward Ho”!

Develop talent, connect and shape the future of work: A call for responsible leaders | World Economic Forum
8 Talent Management Trends for 2018 - Talent Management is changing
New Paradigms around Talent Management
The New Rules of Talent Management
Perspective: The New Talent Game
Why your talent-management strategy should link talent to value | McKinsey
Talent Management And The Customer Experience
Talent management: Eight golden rules to accelerate development | HRZone
Companies Can Address Talent Shortages by Partnering with Educators
Question of the Week: How is Talent navigated in your organization?
Looking forward to talking talent this week with my colleagues in now sunny Portugal! Hope you are all enjoying the final week of summer!
With that wishing you all smooth sailing and all my best regards,
Liz

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Elizabeth Lembke, Transforming Talent Consulting: www.transformingtalent.co and www.transformingtalent.de