This document discusses the importance of talent management for a company's success. It outlines four categories of employees: high potentials, high performers, contributors, and non-performers. High potentials are those who could succeed in higher roles within 2-5 years, while high performers excel but may not want leadership roles. Contributors make valuable contributions regardless of title. Non-performers do not adequately contribute.
The document advocates identifying employees' potential versus just performance, and developing each group accordingly. For high potentials, this involves selection processes and leadership development. For contributors, it means broadening development beyond just visible leaders. For non-performers, the document examines possible causes and suggests recognition, feedback, role changes, or parting
I constructed this presentation on behalf of Blane Dessy. This was a part of the CUA SLIS "Bridging the Spectrum" Symposium Feb 25 2011. Content from CUA SLIS LSC Management syllabus, from Sarah Bard and Elizabeth McLean.
In sports, there are always players ready to fill gaps created by injury, retirement, or poor performance. Baseball has an elaborate farm league system that constantly develops players for the big league, yet in business where the stakes are arguably higher, developing future leaders is often neglected. In fact, according to the DDI Global Leadership Forecast, 85% of companies don’t have the leadership bench strength needed to meet tomorrow’s business challenges. Companies rely on their leadership team to carry out their mission, create the corporate culture, and meet
organizational goals. Without succession planning, it becomes impossible to fulfill the company’s vision when key leaders leave the organization. This presentation will illuminate the many factors that have contributed to the leadership void that organizations are facing and provide guidelines for preventing a future crisis in leadership succession.
5 Ways to Build a Better Leadership Development Program | Webinar 06.09.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
To understand the drivers of engagement and retention and how to develop and implement a retention strategy
• Aligning retention with an integrated TM framework
• Understanding motivation, engagement, commitment and retention
• customising retention drivers and initiatives
• Diagnostics to test actual drivers and impact of current and future initiatives – interviews, focus groups, surveys, best practice research
• Talent segmentation
• Prioritising initiatives and building a road-map for retention
• Successes and Lessons learnt
Leaders are distinguished by their perseverance in spite of the frustrations and challenges in their path however Leadership is a facet
of Successful Management.
Engagement in your company is a sorrow?
Therefore people under perform and relationships are damaged or is it the other way around?
If you would like to add a really practical tool on leveraging on engagement, you could use the x-model of BlessingWhite that helps you assess and work out the right strategies to level up engagement.
If you think my experience with this could help you, please contact me!
Leadership Training Program - Benefits and Objectivesjosephb987
This Power Point Presentation talks about leadership training program, it's benefits and objects. For more information visit: https://www.tools4management.com/article-category/leadership/
Leaders can be divided into three categories: the emerging leader, the developing leader, and the strategic leader. Each category is faced with specific challenges. Once these can be identified and overcome, the leader can move to a higher category. This presentation lists the challenges that face each type of leader, and what coaching conversations to have.
Building the High Performance Workforce (Part 1)G&A Partners
This two part series examines the HR trends driving today’s most engaged employees and the successful companies where they work. Follow the building process from talent selection, career development to employee engagement. Learn the strategies that high performing companies are implementing to win the talent revolution.
This webinar was posted on April 26, 2012 and presented by Jose Laurel, Director Client Advisory at G&A Partners.
Driving Higher Performance: Leadership and Development Tools to Positively Im...Human Capital Media
These days, most leaders and organizations are seeking to drive higher performance. However, very few of them really take in consideration today’s dynamic and multigenerational workplace and the fact that employees have higher expectations for their leaders and organizations. These expectations go beyond the single focus of making a profit to include a conscious culture, meaningful work and purpose and an opportunity to make a positive contribution toward customers, employees and society.
Though more than $156.2 billion was spent on employee learning, as previously reported by U.S. organizations, industry reports show that most organizations have focused on developing technical competencies. Although technical competencies are highly important, a variety of industry reports currently show gaps in leadership development, soft or essential business skills and employee engagement.
I constructed this presentation on behalf of Blane Dessy. This was a part of the CUA SLIS "Bridging the Spectrum" Symposium Feb 25 2011. Content from CUA SLIS LSC Management syllabus, from Sarah Bard and Elizabeth McLean.
In sports, there are always players ready to fill gaps created by injury, retirement, or poor performance. Baseball has an elaborate farm league system that constantly develops players for the big league, yet in business where the stakes are arguably higher, developing future leaders is often neglected. In fact, according to the DDI Global Leadership Forecast, 85% of companies don’t have the leadership bench strength needed to meet tomorrow’s business challenges. Companies rely on their leadership team to carry out their mission, create the corporate culture, and meet
organizational goals. Without succession planning, it becomes impossible to fulfill the company’s vision when key leaders leave the organization. This presentation will illuminate the many factors that have contributed to the leadership void that organizations are facing and provide guidelines for preventing a future crisis in leadership succession.
5 Ways to Build a Better Leadership Development Program | Webinar 06.09.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
To understand the drivers of engagement and retention and how to develop and implement a retention strategy
• Aligning retention with an integrated TM framework
• Understanding motivation, engagement, commitment and retention
• customising retention drivers and initiatives
• Diagnostics to test actual drivers and impact of current and future initiatives – interviews, focus groups, surveys, best practice research
• Talent segmentation
• Prioritising initiatives and building a road-map for retention
• Successes and Lessons learnt
Leaders are distinguished by their perseverance in spite of the frustrations and challenges in their path however Leadership is a facet
of Successful Management.
Engagement in your company is a sorrow?
Therefore people under perform and relationships are damaged or is it the other way around?
If you would like to add a really practical tool on leveraging on engagement, you could use the x-model of BlessingWhite that helps you assess and work out the right strategies to level up engagement.
If you think my experience with this could help you, please contact me!
Leadership Training Program - Benefits and Objectivesjosephb987
This Power Point Presentation talks about leadership training program, it's benefits and objects. For more information visit: https://www.tools4management.com/article-category/leadership/
Leaders can be divided into three categories: the emerging leader, the developing leader, and the strategic leader. Each category is faced with specific challenges. Once these can be identified and overcome, the leader can move to a higher category. This presentation lists the challenges that face each type of leader, and what coaching conversations to have.
Building the High Performance Workforce (Part 1)G&A Partners
This two part series examines the HR trends driving today’s most engaged employees and the successful companies where they work. Follow the building process from talent selection, career development to employee engagement. Learn the strategies that high performing companies are implementing to win the talent revolution.
This webinar was posted on April 26, 2012 and presented by Jose Laurel, Director Client Advisory at G&A Partners.
Driving Higher Performance: Leadership and Development Tools to Positively Im...Human Capital Media
These days, most leaders and organizations are seeking to drive higher performance. However, very few of them really take in consideration today’s dynamic and multigenerational workplace and the fact that employees have higher expectations for their leaders and organizations. These expectations go beyond the single focus of making a profit to include a conscious culture, meaningful work and purpose and an opportunity to make a positive contribution toward customers, employees and society.
Though more than $156.2 billion was spent on employee learning, as previously reported by U.S. organizations, industry reports show that most organizations have focused on developing technical competencies. Although technical competencies are highly important, a variety of industry reports currently show gaps in leadership development, soft or essential business skills and employee engagement.
Succession Planning and the Development of Your High Potentials - Webinar 7.1...BizLibrary
Employee development webinar on July 16, 2014 on the Development of High Potential Employees – Best Practices in Succession Planning.
www.bizlibrary.com/webinars
How to Unlock the Hidden Value in Your Emerging Leaders | Webinar 12.23.15BizLibrary
In this program, Chris Osborn of BizLibrary will discuss the most effective ways to give your most promising workers the tools and skills they to advance their careers. You’ll learn how to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others.
www.bizlibrary.com
Succession Planning and the Development of Your High Potentials - Webinar 06....BizLibrary
There are two separate and distinct aspects to effective succession planning initiatives. The organizational or strategic perspective usually dominates the conversation, and that’s okay. It’s at this level organizations make investments, drive the type of senior leadership involvement and generate alignment with organizational objectives that are the hallmarks of great programs. In the final analysis, however, succession planning success hinges on whether or not organizations effectively develop and nurture their next generation of leaders. We typically see this aspect of success planning referred to as “high potential” development and it’s frequently just shortened to the term “HIPO.”
The two dominant challenges to HIPO development are:
Selection of participants
Building effective development plans
In this webinar we will discuss emerging thought leadership on both subjects and provide some practical suggestions for development your own high potential employees.
How to Unlock the Hidden Value in Your Emerging Leaders | WebinarBizLibrary
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Among the key challenges many employers face:
They don’t have strategic level initiatives in place to capture and retain the knowledge that’s about to leave
They don’t have replacement talent ready to step into leadership as these roles open up
They can’t engage and retain early career talent long enough to fill leadership roles
What if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions?
In this program, Chris Osborn of BizLibrary will discuss the most effective ways to give your most promising workers the tools and skills they to advance their careers. You’ll learn how to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others.
Best Practices for Developing Your Emerging LeadersBizLibrary
In this webinar, Jeremy Lieb of BizLibrary will discuss the most effective ways to give your most promising workers the tools and skills they to advance their careers. You’ll learn how to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others.
www.bizlibrary.com
Succession Planning and the Development of Your High Potentials | Webinar 11....BizLibrary
Succession planning success hinges on whether or not organizations effectively develop and nurture their next generation of leaders. We typically see this aspect of succession planning referred to as “high potential” development and it’s frequently just shortened to the term “HIPO.”
The two dominant challenges to HIPO development are:
• Selection of participants
• Building effective development plans
In this webinar we will discuss:
Emerging thought leadership on the organizational/strategic perspective of succession planning
The selection of participants – deciding whom to groom
Practical tips and suggestions for creating a development plan for your own high potential employees
www.bizlibrary.com
When hiring an executive, you cannot afford for the candidate to be anything short of a success. While there are tangible costs associated with recruiting the wrong person, there are also intangible costs to consider.
The wrong executive hire can cause significant disruption and damage to morale and productivity and diminish work quality and your business’s overall reputation.
With changing times, business operations are transforming, complexities are increasing, workforce diversity is growing, and tech is emerging at the forefront.
These transformations call for leaders who are adept communicators, agile and flexible in their approach, analytical thinkers and quick decision-makers.
With these, it is therefore imperative to deploy assessment tests to determine the executive’s observable behaviours and evaluate how they approach challenges, engage in interpersonal communication, and solve problems, thus enabling you to understand how to leverage the incoming leader’s strengths, given the needs and business strategy.
In this deck, you will learn;
1. The basis of executive hiring using Assessment
2. Proven strategies to adopt when filling an executive position
3. Path to take when deploying Assessment
4. How to use Assessment for hiring Senior staff
By assessing leadership capabilities within your workforce, you can ensure you have capable leaders at the helm who drive business success.
For more content like this, check out Acorn Labs: https://acornlms.com/enterprise-learning-management
HR Summit and Expo Africa 2015 - Assessments for high performance workforceThe HR Observer
Presentation by Samantha Carr, Assessment and Business Development Consultant, MAC Assessment & Development.
Scientific and rigorous assessments have been shown to increase productivity significantly, reduce costs and grow the bottom line. Join this session to will learn how to conduct effective job analysis, structured interviews and leverage the best assessment methods for organisational excellence.
Valetta Wright, Corporate Training Manager for WCA Waste Corporation, shares best practices for identifying and developing the top leaders in any organization.
1. A Stronger Talent for a
Stronger Company
The science behind selecting and accelerating
your next generation talent
Presented by : Tafveez Amin
Head of HR & OD
2. Current Dilemma
“When performance is the only criteria
employees are evaluated on, high
performers will be the only ones moving
up–and your high potentials will be
moving out.”
Brian Kight, Director of Performance
at Focus 3,
3. Need of Talent Management
Our managers play a bigger role in building a
pipeline of thriving talent than they may
realize
It’s increasingly important that we empower
them to do this successfully
Failure to assess performance versus
potential and neglecting the contributors has
become a very real business problem
4. The good news is: It’s a Solvable
Problem
It simply takes dedication to identifying
your high-potential and high-performing
employees, assessing their competencies
and attributes, and putting them on the
path to success
7. High Potential
High potential leaders are individual
contributors or managers who could
perform successfully in leadership roles
that are one to two levels above their
current roles, ideally over the next two to
five years.
8. High Performers
They stand out in any organization.
They consistently exceed expectations, and are
management’s go-to people for difficult projects
They have a track record of getting the job done.
They’re great at their job and take pride in their
accomplishments, but may not have the potential
(or the desire) to succeed in a higher-level role
or to tackle more advanced work.
9. Contributors
There are some people without a managerial title
who wield a good deal of influence and make
great contributions, regardless of their title or
role.
They are the contributors and are found in
maximum number in every organization.
10. Non-Performers
Do not contribute to the team effort?
Do not get along well with their supervisors?
Spend no time on self development?
Are involved in disciplinary cases?
Are not interested in training and mentoring
others?
Are trouble creators in the organization?
Are generally disliked by peers & seniors?
21. Suggestive Development for
Contributors
These people are the highly professional individual
contributors.
In many cases they have deliberately chosen not to
pursue a managerial career, preferring technical work
or wanting to avoid the duties associated with being a
manager.
Don’t Shower All the Attention on the More
Visible Leaders
Spread Development More Broadly
23. Identifying Non-Performers
If everything was right in our selection process and
people in general want to do well in their place of work,
the question that begs an answer is ‘Who created non-
performers?’
Supervisors (i.e. Reporting Manager of the employee)
Lack of transparent and employee friendly HR policies
Absence of processes to implement and audit these
policies
Absence of an holistic approach to label employees as
‘non-performers’.
Focus on recognition & development of high potential
employees only.
24. Managing Non-Performers
Treat them as spoiled children
Collect 360 degree feed back
Train your managers
Assign alternative roles
Consider them as company assets (their
experience & knowledge of the organization is
valuable even if their performance ranks lowest)
Part ways “if you have to” but very gracefully
25. Teachable Fit – An Innovative
Approach to Unleashing Potential
26. Research into the psychology of leadership
development has shown that some elements
of leadership are easier to develop than
others.
Right Management has developed a tool to
help clients understand these dynamics and
we call this the "Teachable Fit Framework."
27.
28. “At the end of the day, the company
with the best team, the best people will
win in the long run.”
