PHASE 3: TALENT PROGRAMS

Talent Programs are initiatives that help you retain your high-potential talent.

 

Talent Programs are organized around a performance-based nomination process. They offer A-Player talent the opportunity to rotate into critical leadership assignments and ultimately be put on a Succession Planning path.

Rapid Diagnostic

1. You have talent programs that are designed to retain your high-potential talent.

2. Your talent programs are updated on a regular basis to reflect the latest needs of your high-potential talent.

3. The culture of the organization is understood and routinely reinforced from the top down to the field.

4. Selection for the talent programs is based upon the standards determined by an un-biased assessment program.

5. High-potential talent must be nominated and reviewed to assure there is an appropriate fit with selected talent programs.

6. The organization is made aware of the talent programs through frequent communication.

7. All elements of the talent programs have been mapped out over a 12-24-month period.

8. Opportunities exist for A-Player talent to rotate into critical leadership roles.

9. A succession planning path has been developed and all talent programs align with the objectives of the planning path.

10. Your talent programs are ultimately designed to drive people to reach their full potential in pursuit of the vision and values of your company.

Deliverables

• Talent Program Plan

• Organizational Culture Definition

• Competency Self-Assessment Tests

• Talent Program Communication Plan

• Year-in-the-Life-of (YILO) Plan

Marketing Strategy
The Impact of Succession Planning on the CMO Lifecycle
As companies evolve, revenue growth strategies may require a new set of competencies not possessed by the existing team or CMO. The key is to have the foresight to understand the talent needs of the CMO at any given stage...
Read More
Talent Strategy
Don’t Let Your A-Players Run the Coop—Retain Top Talent with World-Class Talent Programs
Unemployment is at record lows, and the job market for talent has never been hotter. Even the most seasoned Chief Human Resource Officers (CHROs) get anxious, knowing their top talent is prone to be poached. As part of our routine...
Read More
Sales Strategy
Capturing the True Meaning of Customer Experience
Brad Christian, Chief Customer Officer of Market Force, joins us to share the true meaning of customer experience. Brad and his team at Market Force have become masters of customer experience and have shared some of the best-practices that impact...
Read More
Sales Strategy
The CEO's Mindset Shift from Products to Platform
For many B2B companies, the effort to continually maintain and improve their products has become too demanding. Evolving economic factors affecting these companies have pressured many to make the shift from being a product company to a platform company.   Sudhakar Ramakrishna,...
Read More
View All Insights