My Leadership Habits = Needs Of My People? Talent Scorecard: An Assessment and Action Plan
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Talent management is too often about corporate initiatives and metrics. Lost in the discussion is the leader who just wants to know how they are doing meeting the needs of their people. Talent management is about having great conversations. The talent scorecard helps you understand which conversations you should focus on.
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My Leadership Habits = Needs Of My People? Talent Scorecard: An Assessment and Action Plan
- 1. My Leadership Habits = Needs Of My People? Talent Scorecard™: An Assessment and Action Plan www.thetrugroup.com / Twitter: @trugroupscott / LinkedIn
- 2. My Background • Mission: To be a guide for others so they realize the excellence they were born to achieve. • Work Experience – Manufacturing / Banking / Healthcare • People (Executive / Individual / Team Coaching) • Process (Consulting Around Talent Systems | Organizational Growth/Strategy | Change) More? LinkedIn | www.thetrugroup.com
- 3. Objective
- 5. great conversations. Talent Management is about______________________
- 6. Managing Talent – Key Habits 100% <100% a. Delivered all evaluations on time b. One-on-one discussions – monthly c. Received all evals – my team’s staff d. My team – have development plans
- 7. Managing Talent - Results 100% <100% a. Delivered all evaluations on time 37% 63% b. One-on-one discussions – monthly 59% 41% c. Received all evals – my team’s staff 42% 58% d. My team – have development plans 25% 75%
- 8. MV People/Roles – Key Habits 100% <100% a. List of key people AND i. Checking in < 1 month ii. Written Development Plans b. List of key roles AND i. Performance/potential chart ii. List of potential candidates c. High potentials for promotion
- 9. MV People/Roles – Results 100% <100% a. List of key people AND 50% 50% i. Checking in < 1 month 35% 65% ii. Written Development Plans 21% 79% b. List of key roles AND 51% 49% i. Performance/potential chart 21% 79% ii. List of potential candidates 22% 78% c. High potentials for promotion 20% 80%
- 10. Team Focus – Key Habits / Outcomes 100% <100% a. Plan for 2012 / Know top priorities b. Monthly review of goals c. Hit our 2011 goals
- 11. Team Focus – Results 100% <100% a. Plan for 2012 / Know top priorities 56% 44% b. Monthly review of goals 47% 53% c. Hit our 2011 goals 32% 68%
- 12. Extra Questions – Smoldering Embers Strongly Agree Neutral Disagree Strongly agree Disagree 1 2 3 4 5 a. Very satisfied with promotions b. Team is leading and resolving conflict c. Confident we will hit our goals d. Someone is on my team that SHOULD NOT be there
- 14. Development Plan Strengths | Weaknesses | Achievements Career Goals | Personal Goals Current Role & Goals | Development Plans Commitments
- 15. Next Steps – This conversation continues because you want it to . . . . . Questions? Cards/email - I will blog answer in next 2 weeks Mailing List? www.thetrugroup.com | Leave Business Card Talent Scorecard online – www.thetrugroup.com/scorecard
- 16. Talent Management WE NEED MORE COWBELL!
Editor's Notes
- Ask – show of hands – who is here?
- Before we start lets loosen up a little – we have lots of HR professionals in the room.Everyone has an HR face: You know, how you look when your leader walks in and drops a line like – so I hear there were some shenanigans at the sales outing to Wrigley. Or maybe you just hear the words : We need to talk or You won’t believe this - - - and you put your face on and listen - - but your inside, there is something else going on. . . . And you want to give a totally different reaction. . . . .
- Is: Tool for leaders to assess How am I doing? What should be my priorities?Is: Tool for HR business partners to have a yearly conversation?Is Not: More metricsIs Not: ClubIs Not: Meant to be an initiative
- Is: Tool for leaders to assess How am I doing? What should be my priorities?Is: Tool for HR business partners to have a yearly conversation?Is Not: More metricsIs Not: ClubIs Not: Meant to be an initiative