We’re one month into 2014, and our calendars are filling up with appointments, priorities, and projects. Many times, the urgent overtakes the important, but the important will become urgent soon enough. Talent management can fall into what Stephen Covey called “Quadrant 2” if we’re not careful. Talent management covers mentoring employees, succession planning, and making sure we are supporting all levels of employees and equipping them for exceeding goals.
This edition of Learning Insights focuses on best practices, lessons learned, and tips for a successful talent management program. We hope you find the articles, radio interviews, and blogs insightful, inspiring, and actionable. And as always, we welcome your feedback.
As potential employees look for opportunities that include benefits beyond standard compensation, how do organizations ensure that they are doing everything necessary to attract the best candidates for available positions? Once that candidate is on board, how do you foster an environment for individual professional growth while assessing leadership potential?
Talent management is a relatively new concept, but a critical strategy that can be mutually beneficial for the organization and the employee if implemented properly.
Similar to an Olympic coach preparing for Sochi, leaders are expected to continually observe, assess, and develop their employees. The most important goal for a leader is to develop the best - A players - to be even more productive and effective. In elite sports, these are the ones who practice hard every day, go the extra mile, and, like Lindsey Vonn, are tenacious in the face of adversity and injury. In business, these are the game-changers and the top-line producers. The ones who raise the bar bring the big ideas and get the job done.
While leaders are scouting their A players and helping them unleash their maximum potential, they must also encourage their B players to keep passing the ball and inspire their C players to raise their game.
Mark your calendars for these L&D events coming up in the 1st quarter:
TrainingPros is excited to launch our new blog! We look forward to our followers and subscribers chiming in with their opinions, insights, rebuttals, and shared information that will further our efforts to promote the Learning and Development (L&D) industry, help clients procure the expertise they need to deliver the solutions to their business partners, and equip consultants to be prepared to provide their services to our clients.
As President and founder of TrainingPros, I am in a unique position to share what our Relationship Managers observed in the L&D industry based on working with clients across the U.S. Further, based on what our clients are asking of us, we also feel that we are well positioned to anticipate the direction the industry is going in 2014 and beyond.
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TrainingPros, founded in 1997, works closely with learning departments of large organizations to identify, attract, and support leading contract specialists for focused training and development engagements.