PHASE 2: TALENT PLANNING BY FUNCTION

This is the tactical execution of the Talent Strategy.

 

Tactics involve doing things right. And with the right strategy, a brilliant plan is executed brilliantly.

Talent Planning, therefore, provides the tactical execution plan by function so that the organization is both efficient and effective. In the end, planning helps you put the right people in the right roles.

Rapid Diagnostic

1. A strategic-driven execution plan has been customized to serve the unique needs of each functional group.

2. Your Human Resources team is collaborative and executes strategic plans quickly.

3. The talent strategy execution planning takes a long-term view of the needs of your organization by looking quarters (if not years) into the future.

4. The quality of talent in your go-to-market functions consistently meets performance expectations.

5. There are clear roles & responsibilities for the talent management team.

6. The type of roles & responsibilities you need to effectively manage your talent have been clearly defined.

7. You have ranked your talent by A/B/C Players by analyzing individual capabilities and account abilities.

8. You have selected one of the seven B2B sales organizational models that best supports your buyers (stratification, hunter/farmer, product specialist, industry specialist, role specialist, geo graphic, hybrid).

9. When building your headcount plan, you follow your selected organizational model without deviation.

10. Your headcount plan provides the capability and capacity needed to make your number.

Deliverables

• Talent Quality/Performance Gap Analysis

• Talent Execution Project Plan by Function

• Long-Term Execution Roadmap

• Talent Management Roles & Responsibilities

• A/B/C Player Analysis & Headcount Plan

Go-To-Market Strategy
Where DEI Accountability Sits and How to Build a Foundation for Your Strategy
As many companies are starting to pursue sustainable and growing DEI strategies, including ours, people are wondering where does the responsibility lie? Many jump to the conclusion that DEI is a people initiative, so it should just fall within human...
Read More
Sales Strategy
A New Rep Profile: How Sales Leaders Are Evolving A-Players in 2021
Current State   The number of A-Players an org has can make or break a sales leader’s ability to make their number. This, of course, has remained constant through the pandemic (80/20 rule). Leaders grapple with not having enough A-players in their...
Read More
Marketing Strategy
How Leading CMOs Build Teams That Make the Number
CMOs commonly struggle with talent issues across marketing functions, more so than their counterparts in sales.  Being the benevolent leaders that they are, CMOs often explain this as a consequence of marketeers requiring deeper role specialization, technical skill requirements, data...
Read More
Sales Strategy
Why Sales Leaders Should Care About DEI
Traditionally, B2B sales teams are mostly dominated by men. Though female sales reps earn a base pay of 33% lower than male reps, women are still paid higher at a commission rate. In fact, in a study 86% of women...
Read More
View All Insights