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Crafting your talent development strategy

Embarking on the journey of talent development is more than a strategic move; it’s a commitment to unlocking the full potential of your organisation. Talent development is a comprehensive and strategic approach to nurturing the skills, knowledge, and capabilities of individuals within an organisation to maximise their potential and contribute to the overall success of the company. It goes beyond traditional training programmes by focusing on long-term growth, career advancement, and the cultivation of a dynamic and adaptable workforce.

Let’s explore the pivotal considerations for crafting a robust talent development and management strategy that aligns with the core values of your company.

1. Readiness: Lay the foundation for success

Set clear objectives: Align your talent development plan meticulously with the organisation’s objectives and business strategy. Build on the present, securing buy-in from stakeholders at every level. This isn’t merely a plan; it’s a strategic movement resonating with every stakeholder.

Buy-in: Stakeholder buy-in isn’t a mere checkpoint; it’s the rhythm that sustains the strategy. Establish a shared language, showcase success stories, and recognise those promoting internal mobility.

2. Take a systematic approach

Assess current talent pool: Talent development is not an isolated HR project; it’s an organisational shift. Identify gaps in skills and competencies and areas where talent movement could make a positive impact 

Change management: Prepare the organisation for change by providing training and resources to managers and employees involved in talent movement

Identify skills: Talent systems fail when a company is too vague about the skills they want to develop in their talent. To reach specific objectives and goals organisationally, the required skills need to be clearly defined and a clear development path outlined. 

Talent mobility: How can employees best move within the organisation, including job rotations, secondments, cross-functional projects? How can you clearly communicate this? 

3. Have a learning mindset: cultivating growth

Create a culture of learning: Talent development is not a one-time act; it’s an ongoing journey of courageous learning. Cultivate a culture of continuous learning, where honesty and support are the guiding principles. Make learning a core value, prioritising a growth mindset in hiring, and acknowledging transferable skills as essential for internal mobility.

Evaluate and improve, often: Know that this isn’t a finished product. For talent programs to succeed, there needs to be a way to track data and measure it against performance goals. Many learning management systems offer reporting that can help achieve this. However, also look at the feedback received from employees on the quality of the learning and make improvements in response. 

When it comes to talent development, every decision counts, every initiative matters. This is more than a strategy; it’s a way to define the very essence of your organisational culture. We’ve worked with some of the best organisations in the world to develop their talent, including Selfridges – you can learn more about their objectives and results in our case study.





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