Why it’s Important
The talent pool development process aligns individual aspirations and competencies with the company’s current and future needs so that the interests of both can be served. It is designed to increase productivity, create trust, and to foster conditions where each employee is provided the greatest opportunity for creative expression through work performed for the company.
What Is It?
- A process to develop people within the organization with the necessary skills, knowledge and competencies (both cognitively and behaviorally) for enhanced performance
- A mentoring program that will work to help to develop skills and knowledge focused on ensuring the organization’s long-term success
- A purposeful path for increased work accountability and authority
- An internal culture of continuous improvement, which occurs through succession planning and continued development of people and processes
What Are the Outcomes?
- Competency metrics for internal benchmarking of current talent
- Identification of other employees that may contain the same or similar knowledge, level of work, and competencies
- Creation / Enhancement of interview processes to identify candidates
- A focused mentorship program
- Mentoring and development of mentors
- Coaching for the mentors and their immediate supervisors
- Integration of the new systems, complementing existing systems for performance appraisals
- Increased efficiency of employees through more effective utilization of all employees
- Decreased dependence on managers to consistently solve problems
- Continuous improvement of the team culture
- Staying power of the new system, with internal subject matter experts and integration of performance support systems
How Will We Measure Progress?
- Co-develop quality checkpoints along the progression of the project
- Periodic presentations and reports of progress to the senior management, with recognition that efficiencies in staff management and employee utilization have increased
- Successful identification of candidates for the mentoring and development program
- Successful identification of employees to serve as mentors
- Successful training of the chosen mentors
- People fully exercising their training and skills sets in their work
• • •
What Are The Areas of Focus?
While every organization development process changes to meet your organization and leaders where they are, the following areas of focus are meant to share what will be accomplished and developed.
Understanding the current condition
- Benchmark existing talents based upon employee potential and value of the work
- Use this benchmark to determine what skills and competencies are needed to be successful in future management positions
Identifying what talent is within your organization
- Identify mentors
- Co-create a focused mentor development path
- Training in effective mentorship
- Continued coaching of mentors and mentees
- Implement logic based How to Think About the Tasks at Hand model
- Begin developmental planning
- Real-time teamwork and communication through internal impact projects
- Managerial reinforcement of the new training and skills needed
- Development of job aids for mentors and mentees to reinforce the training and development
Putting difference to work in talent development
- Development of coaching and feedback for all managers
- Rapid PDCA steps for continuous improvement of people and processes
- Utilization of Cascade of Planning plus Autonomy Context Setting at each level of the organization to develop collaborative goals and objectives from the CEO to the front lines
- Adjustments in performance appraisals to supply real-time feedback for continued progress in the goals and objectives of the high potential staff
- Internal focus groups to identify what is working well and what needs improvement within the organization
- Focused consulting and training for enhancement of what is working; improving upon the areas of need
Coaching and feedback will be offered on Organization Development areas for enhanced systems and processes internal to the organization and high potential staff. Mike will serve as a resource coach and team development specialist for the group while they are achieving the determined areas of improvement.