Dont fear lost knowledge through employee departuresbuild a foundation of knowledge management to realize business goals. It has happened before, and it will happen again.
Use succession business metrics to develop a strategy to retain top talent and reduce external recruiting expenses. It is always better to plan and to behave proactively in a business, rather than address problems on a reactive basis.
According to Chief Talent Development Officers: Driving Strategy and Performance, a new report from ATD Research and the Institute for Corporate Productivity (i4cp), talent leaders also are starting to steer performance management efforts, employee engagement, knowledge management, and talent acquisition and retention, to name a few. Heres the good news: ATD and i4cp found that four in five organizations (79 percent) have a designated talent development leader or leaders.
A small telegraph company was founded in the 19th century with the simple goal of creating an efficient communication system. However, this program was not as rigorously tied to the leadership capabilities as it could have been.Despite the launch of LEAD, the employee survey in fall 2014 showed that confidence in leadership at the company still needed to improve.
They designed and implemented the Haworth Leadership Institute (HLI), which included development programs for managers and leaders at all levels of the organization. Thus, in 2014, Harten and the HR team set out to design and launch a program to help them build these skills: The Aspiring Leader Program.
Change the way leaders are identified and developed at all levels of your organization. Of course we need to do it of course it is mission critical of course all CEOs will say they have one or mention that it is part of their strategic plan for this year.
Decision making doesnt always require an immediate reply. After ensuring the core curriculum for all levels of employees was funded, I suggested that if there were any opportunity for an increase in funds, we should once again focus on building our leadership pipeline.
The argument: Improve the leadership selection process rather than focus on development. Many talent development professionals back the notion that it is critical to put in place tools and processes that identify and select people with leadership potential.