The 4-Step Talent Strategy
Step 1: Talent Planning
Market leaders succeed because they place the right talent in the right performance conditions. Only strong talent and the right performance conditions result in a winning formula for growth. This step builds the infrastructure that you need to produce a capable team that will execute your go-to-market strategy.
Phase 1: Employee Experience (EX) Design
A strategic plan that outlines the right things your company needs to do in order to effectively assess, recruit, onboard, develop, and retain a team of A-Player talent.
Phase 2: Talent Planning By Function
This is the tactical execution of the Talent Strategy.
Talent Programs are initiatives that help you retain your high-potential talent.
Step 2: Talent Acquisition
If you are relying on the heroic efforts of a few, eventually it will catch up to you and you will miss your number. Source, recruit, and hire A-players to execute the go-to-market strategy for your company.
Develop the profile for an “A-Player” in each key revenue growth role. The primary focus is on Marketing, Sales, Customer Success (CS), and Customer Experience (CX).
Proactively search for “A-Player” talent capable of filling current or future key functional roles in your go-to-market strategy.
Once a qualified candidate has been identified, they are handed over to the recruiter to guide them through the end-to-end hiring process.
Hire “A-Player” talent required to execute the go-to-market strategy for your company.
Assess each individual in each key functional role against a customized profile to identify strengths and gaps using the Top-Grading Methodology.
Provides every new team member (and hiring manager) with the necessary knowledge, skills, and behaviors to perform the job.
Step 3: Performance Management
Ensure employees clearly understand how to succeed in their current role and how to develop into leadership positions.
Phase 9: High-Performance Programs
Produce an Individual Development Plan for each member of the go-to-market team that will reinforce the necessary behaviors to achieve high-performance.
Identify and develop high-potential candidates and groom them to fill key leadership positions within your organization.
Identify employees that do not meet the performance standards required to excel in their role. Design and implement a separation plan to exit the underperformers from the organization.
Step 4: Talent Support
Support your talent strategy with the technology needed to streamline your sourcing, recruiting, and performance management processes.
Use the right technology to improve how you monitor and manage the performance of your talent.
Provide insightful reports and dashboards to manage talent.
