Do you have a Talent Management strategy? Do all your talent activities integrate, utilise the same language and align with your organisational strategy?

Start at the beginning

To develop a talent management strategy requires a realistic understanding of what you have now – and where your business is going. We’ll share with you tools and techniques to get this understanding quickly.

The here and now

We’ll make use of a range of approaches: exploration sessions, strategy days, talent audits, questionnaires and meetings with stakeholders. All of these will help to gather opinions on the organisation’s talent.

The vision

Articulating the talent vision is a skill and an art. For some this is an easy task, for others, very difficult. We know how to help in this and you’ll end up with a talent vision aligned with your business vision.

Bridging the gap

We’ll look at the distance between the current and the future talent needs. We’ll share tools to consider blindspots, barriers and blockages and work out how to address these. The implications will be discussed, action plans written and the talent management strategy created.

Transferring knowledge

A central tenet to the way we work is developing our clients’ capability. We are not about creating a dependency on us as consultants. We look to share and transfer our knowledge so you can develop, shape and implement your strategy so you’re not left high and dry.

Developing a talent management strategy:

• Connects your talent activities to the goals of the organisation
• Engages senior leaders and leaders in talent conversations
• Demonstrates a commitment to core competencies and values
• Encourages individual ownership of development and career progression
• Joins up disparate talent activities
• Identifies high potential and informs succession planning
• Maximises the impact of L&D on the business