Talent Strategy
The Revenue Growth Methodology

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.

 

Phase 3: Talent Programs

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.

 

Phase 4: Role Profiles

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).

 

Phase 5: Sourcing

Proactively search for “A-Player” talent capable of filling current or future key functional roles in your go-to-market strategy.

 

Phase 6: Recruiting

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.

 

Phase 7: Assessments

Assess each individual in each key functional role against a customized profile to identify strengths and gaps using the Top-Grading Methodology.

 

Phase 8: Onboarding

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.

 

Phase 10: Succession Planning

Identify and develop high-potential candidates and groom them to fill key leadership positions within your organization.

 

Phase 11: Offboarding

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.

 

Phase 12: Talent Tech Stack

Use the right technology to improve how you monitor and manage the performance of your talent.

 

Phase 13: Talent Reporting

Provide insightful reports and dashboards to manage talent.

 

 

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