Out-of-the-box thinking from Talent & Potential...

Recently SHL Talent Measurement research reported that a staggering 55% of people on High Potential programmes leave their organisations within 5 years.

Most Talent Professionals are focused on how to identify, develop and retain the people who have the potential to make a big contribution to the business in future years. However recent research reported by CEB shows that the majority of people who are identified as high potentials have left their organisation 5 years later! Is this a problem with how organisations identify people to invite to talent programmes? Read on to evaluate your own process.

It’s a time-honoured convention that at appraisal, everyone has a career conversation with their manager. Yet often these end up being put off, or they are cursory and never followed up, or worse, the manager listens to a team member enthusiastically talking about a promotion that the manager knows the person doesn’t have a hope of getting – but say nothing to address the mistaken belief or help them develop a realistic plan.

Talent & Potential has learned a lot from working with organisations of all sizes to create a talent management culture that delivers talent management for all. In the process, we’ve created the capacity for integrated succession plans across entire divisions, career conversations for all, great PDPs, and shifts of up to 6% in employee engagement. This article brings together our experience to identify the 6 key things you need to have, to bring talent management to everyone.

To deliver success in a modern, 21st century organisation, talent management strategy and processes must meet the needs of several stakeholders. Who are these stakeholders, what to they want, and how is this linked to the key issue of transparency?