We know from our own experience and our work with dozens of leading global organisations that talent is only one variable in a volatile, uncertain, complex and ambiguous operating and trading landscape.
The getting, growing and retention of talent has never been more important or more challenging than it is right now.
It’s not always viable to recruit candidates with high potential. Identifying, retaining and developing the rising talent currently working within businesses is the key to driving success. We know that getting, growing and retaining talent demands a holistic approach. A critical element of an organisation’s talent management strategy is to ensure there’s a pipeline of talent that is ready, willing and able to lead and manage an organisation through the emerging landscape of volatility, uncertainty, complexity and ambiguity (VUCA) that is increasinly defining today’s market place.
At 4wardfocus, one of our key areas of expertise is helping our clients to either develop or strengthen their current approach to Managing Talent. Our core services include:
- Co-development of talent and succession strategy
- Undertaking talent practices audits
- Talent development process design
- The identification of high potentials
- Designing and running talent development centres
- The development of high potentials
- Facilitating or supporting strategic talent reviews
Co-development of talent and succession strategy
We partner with businesses to create a relevant strategy that supports the business goals and strategic aspirations. A great place to start is with what they currently do, what they are trying to achieve and where their biggest gaps or risks are in terms of leadership and other critical roles. Undertaking a talent process audit also yields critical information to support the development of the strategy.
Undertaking a Talent Process/Practices Audit
We spend time with key business leaders to assess the effectiveness, transparency and systemic nature of current talent practices and process. They receive tailored, practical advice based on best practice and over 25 years of talent practitioner experience to strengthen current approaches and help achieve goals. Identifying and developing key talent is essential for sustainable business success but it is a challenging process that needs expertise and this is best carried out with expert partners who can work closely to co-create exactly what is right for the business.
Talent Development Process Design
We believe that talent should be managed with the same discipline and rigour companies apply to any other process. The information gained for the talent practices audit provides focus for the process design work to be undertaken.
Our talent model includes:
- Strategy
- Definition
- Identification
- Development
- Delivering Value
We also help integrate talent development with other relevant business and people processes to ensure a holistic approach and maximum value from a business’ investment.
Identification of High Potentials
We work with businesses to define what ‘potential’ means for the business to ensure objective identification. Many talent processes fail due to a history of subjective decision making and this can lead to a lack of trust in the process. Without a clear and consistent definition of potential talent, development doesn’t yield the results that organisations expect. Great organisations put effort into defining potential, clearly communicating this in a transparent way and training leaders on how to use this to differentiate team members. We help businesses do this.
Designing and Running Talent Development Centres
Assessment and Development Centres are universally recognised as the most predictive way of spotting talent and potential.
Using a Development Centre as a part of the talent process is a developmental experience in its own right. Participants are a part of the learning process and often go away with learning and insights even before the ‘formal’ feedback process. We utilise Development Centres to assist with establishing individual objectives relating to development needs. They also assist in the identification of strengths which we help individuals to leverage as a part of their development plan.
The Development of High Potentials
We focus on identifying strengths and development areas, linked to the organisation succession plan and individual career aspirations to plan accelerated development to prepare ‘potentials’ for the future. We typically use a development centre approach to support the identification of development needs and strengths. We also help clients develop an accelerated development pathway that is highly focused to ensure efficiency of learning. It must be culturally aligned to individual and organisational needs and linked closely with the Learning and Development agenda and activities.
Strategic Talent Reviews
An effective and transparent review of talent is at the core of talent development and supports succession planning for businesses. The process assists with predicting who will succeed in the future and ensure targeted and accelerated development. This will ensure a business has the right leadership talent to resource the business for the future.
