STRATEGIC TALENT CAPITAL SOLUTIONS

How commercial is your talent strategy? How many times have you been caught off guard by a sudden defection of high-impact talent? How diverse is your talent pool? Will the lack of the right people inhibit your ability to meet future business scenarios? Do you decide 'who is talent' based on strategic choices? Have you had a star performer who has had derailment issues once promoted? Are you about to lose your best talent?

Do you have high-performers who are not fully engaged? What makes your talent competitors attractive? Are you effectively developing key talent for success at the next level? Do your talent capital strategies support your commercial objectives? Are you an employer of choice for talented women?

The need for talent capital is a never-ending reality. A powerful game plan is needed for the coordination, focus and development of leadership capability. A sustainable strategy enables the flexibility to leverage the talent pipeline for results both today and in an increasingly unknown future. An effective talent strategy contributes to the company’s competitiveness, core competency and distinctiveness. Leading companies preserve their talent investments.

The Talent Advisors works with organisations to assess and build the strategies and tactics for a robust and diverse talent pipeline aligned with the overarching business strategy and the complexities and competing demands of the business. Some of our projects have included:

• leadership effectiveness review for small and medium businesses

• strategic talent management review and repositioning

• talent stream strategies for a critical global business function

• preparing managers to lead on change and transition

• managing the talent pipeline for better results  

• succession and bench-strength strategy linked to business capability

• strategies, tactics and actions for women in the talent pipeline

• high-potential talent development for future promotion

• designing promotion processes

• talent mapping processes for identification of talent pools

• team collaboration using the Myers-Briggs Type Indicator (MBTI®), Thomas-Kilmann Conflict Management, Conflict Dynamic Profile
  

• participating in a brand positioning review.

Like many business initiatives, the most pressing issue for talent management is demonstrating a return on investment. Integrating commercial and talent management practices is good business.

Our talent capital insights explores this theme further. You may also be interested in our articles published by Business Spectator's CEO Hub Succession Doing As Well As Planning and Are You About To Lose Your Best Talent?

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