Getting Started with Strategic Talent Management February 26, 2008
By Sherri McArdle and Jim Ramerman
Talent management as an organizational commitment requires multi-year planning. Sustainable talent management requires committed and talented leaders and human resources executives working together. It also requires a commensurate investment of organizational resources.
Here are eight tips for getting started with more effective talent management:
1. Start at recruitment. Identify the potential of the individual and his / her development needs.
2. Structure well-defined roles, responsibilities and accountabilities.
3. Identify and give visibility to high performers and high professionals.
4. Ensure well-paced job rotation and advancement. This is especially critical for high potentials that love the next challenge, and will leave if they don’t get it.
5. Make sure people are in jobs that align 80 to 85 percent of the time with their most natural talents.
6. Provide both skilled formal and informal coaching; developmental assignments; and honest, direct, and consistent performance feedback.
7. Work with executives to set aside 10 to 20 percent of their time for developmental activities and developmental conversations with people.
Editor's Note: Effective talent management isn't a hit or miss art. Learn the art of talent management in part one of this talent management two-part series, "Strategic Talent Management."
Sherri McArdle and Jim Ramerman are co-CEOs of McArdle Ramerman Inc., an executive and leadership development firm in upstate New York. They offer consulting services to CEOs and senior executives who want to more strategically manage talent. They recently wrote and released their first book, "Why Dogs Wag Their Tails: Lessons Leaders Can Learn About Work, Joy and Life." Sherri and Jim are available for speaking to groups, and can be reached at www.LeadershipRising.com or 585-325-1210.
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