Successfully reported this slideshow.

Building the Best Finance Team Possible Through Talent Management


Published on

Video & Presentation:

The saying goes, "You're only as strong as your weakest link." This is very true when it comes to your Finance Organization. The key to success is talent management and how to build the best finance team possible. Learn best practices and frameworks in which you will be able to successfully build your dream team.

Mark Richards, SAP Cloud for Money & Creator of

Presentation delivered at CFO Dimensions 2013 -
Track: Leadership | Session: 1

Published in: Business, Technology
  • Be the first to comment

Building the Best Finance Team Possible Through Talent Management

  1. 1. 1© 2013 Building the Best Finance Team Possible Through Talent Management Preparation for Talent Management Process Mark Richards – Proformative Advisory Board & SAP Cloud for Money Materials presented within are property of Mark Richards/
  2. 2. 2© 2013 Best Advice From Human Resource Colleague “My role is not to understand Finance, my role is who to know in Finance.” “Why? Because I‟m not working in Finance day-to- day – I understand the role, but not the key nuances to deliver – that‟s where you come in.” HR will lead talent management, Finance will lead HR where to take our talent.
  3. 3. 3© 2013 Mark Richards 25+ years in Finance - 5 industries, public, private, start- up, early stage and global entities Managed finance teams for 20+ years - local, remote and international & Advisory Board of Proformative 20+ tools created – 30K downloaded Proformative blog: Networking & career search – 80K+ reads Currently with SAP Cloud for Money
  4. 4. 4© 2013 Our Role in Alignment of Team Visualize the business direction & map it to Finance Identify the skills needed and where you stand today Building to your future Team through Career Planning and Hiring My objective: Share how I solved my own problem of preparing for broader talent management
  5. 5. 5© 2013 Putting Into Action Keep the process simple Involve your entire team – starting with your direct reports Leverage your systems. Less manual work = higher likelihood to repeat Use this as a starter set of ideas to get yourself prepared
  6. 6. 6© 2013 Visualize the Business = Talk as Operator CFO surveys: ½ of time on compliant financials – leaves less time for being „in‟ business Commit time in field for discovery Your discovery goal: Confirm & Learn Where is the business heading Path needed to get the business there How is success measured – especially along the way Upcoming slides - 3 sets of discovery questions
  7. 7. 7© 2013 Phase 1a: What Should We Sell? Solution may be more than single product Clarify specifics where possible Ask: What are the indicators of success? Multiple divisions – divide with team
  8. 8. 8© 2013 Phase 1b: What Should We Sell? Your support: Planning, business case, analysis, proj ect plan, KPIs, Chart of accounts Build Your Dream team: Skills required to deliver (near-term & future)
  9. 9. 9© 2013 Phase 2: How Should We Sell? New elements added for skills: Need by product, geography or sales channel Competition: Often leads to build vs buy – where M&A can come into play (or divesting)
  10. 10. 10© 2013 Phase 3: How Do We Deliver? Focus on how to link strategy & tactics Governor on growth - usually most expensive to overcome Financial skills a good fit to building even- handed business case
  11. 11. 11© 2013 Identify Where You Stand Today How to support: Highlight near-term vs. future Train or Hire: Initial assessment of team Review full grid: Perform with immediate team and HR – the result is skills needed, gaps, how to fill and when
  12. 12. 12© 2013 Building the Team – Train First hurdle: Urgency to deliver near-term Time to deliver vs. Time needed to train Second hurdle: Benchmark talent Staff self-assess of their skills – validate your assessment Third hurdle: Opportunities to train 3rd party training vs. hands-on – what is best & realistic Fourth hurdle: Match with staff career goals Best performance is when need matches goals
  13. 13. 13© 2013 Building the Team - Hiring Help HR to Help You Build a profile of skills needed in what priority Create specific questions that HR can ask candidates about the skills/experience you need Give the titles/industries of roles likely to develop/utilize skills needed (remember, you‟re the finance expert) – add this to your grid wherever „Hire‟ is marked
  14. 14. 14© 2013 Success Story Through discussions with Sales team - discovered we were expanding to Latin America Integration into broader organization was critical (cash, risk, etc.) Career plan of staff member indicated they wanted to work in Latin America – moved into new role Local teams appreciated finance team that could guide their integration
  15. 15. 15© 2013 Other Benefits Discovered Along The Way Discovery – Impact on team: Stronger relationship with field, thought differently about what we currently delivered and invites to strategy/ops Talent Assess: Found common needs – able to consolidate training Self-assessment – better visibility to skills Career plan More open dialogue with team on future – avoided gaps from people leaving
  16. 16. 16© 2013 Thank You! Building the Best Finance Team Possible Through Talent Management
  17. 17. 17© 2013 Mark Richards SAP Cloud for Money
  18. 18. 18© 2013 Thank You Sponsors! PLATINUM GOLD SILVER DIAMOND