Talent Management
Keys to Staff Development
Learning Objectives
Identify and manage the talent in your organization Develop and apply strategies for developing your staff Identify and develop high potential / high performance staff Develop effective succession plans
Overview
A Glimpse at the Future Talent Management Talent Inventory
Competencies
Succession Planning Development Planning
Development Plans Leadership Development Performance Management
Getting Started.
Share your name, your role and your organization. What are some staff development challenges youre facing? Do you currently have a succession plan in place? What would you like to take away from todays session?
Future of Non-profit Leadership
75% of EDs leaving in 4-5 years 1 in 3 EDs fired 29% of EDs have a succession plan 12 of 15 in NPF study had no plan
NPF Study Recommendations
Welcome succession planning as opportunity for strategic development Initiate emergency succession planning Develop staff
Components to Talent Management
Strategic Plan Competencies Required Talent Inventory Succession Plan Recruitment Plan Development Plan
Successful Talent Management
Senior managements support Readiness Ability to link people and processes
Understandable Value-added
Evaluation and review
Talent Management
Phase 1 Talent Inventory
Identify needed competencies Identify key positions Identify high potential employees
Phase 2 Succession Planning
Identify successors to key positions Identify competency gaps Develop recruitment plans
Phase 3 Development Planning
Job Rotation Development assignments Formal training Mentoring Leadership Development
Talent Inventory Competencies
Knowledge, skills, abilities, attitudes and attributes Role-specific competencies Core competencies Linked to strategic goals Gaps = development opportunities
Competencies
Accountant Core Competencies Adaptability Client Focus Written and Verbal Communication Organizational Awareness Problem Solving and Judgment Results Orientation Teamwork Role-Specific Competencies Knowledge of Generally Accepted Accounting Principles Attention to Detail Analytical Thinking Deductive Reasoning Exceptional Mathematical Skills Experience with XYZ Accounting Software
Competencies
Strategic Goals Increase fundraising abilities. Related Competency
Experience managing financial
resources Experience managing capital campaigns Grant-writing Public speaking Ability to persuade others Innovation
Build alliances with other organizations.
Build and maintain
relationships Exceptional communication skills Active Listening Initiative
Trio Exercise
Discuss the top two strategic goals of your organization. Identify the core competencies necessary to accomplish those goals. Identify and discuss the role-specific competencies associated with your job.
Talent Inventory Key Positions
Critical Role Specialized Skills Future Projects Influence
Pair Exercise
With a partner, identify the key positions in your organization? Discuss why are they are considered key? Complete the Key Position Assessment form for one of the positions you identified as key for your organization.
Talent Inventory Individual Talent Assessment
High Performing Employees High Potential Employees
Talent Inventory Individual Talent Assessment
Work history Special Contributions /Major Accomplishments Key Attributes / Strengths / Special Skills Aspirations Motivators / De-motivators Development
Individual Exercise
Identify a high potential employee in your organization. Complete the Employee Talent Assessment form for that employee.
Succession Planning
Identifies key positions Identifies possible successors
High potential employees High performers
Development plans
Needed competencies Development experiences
3 to 5 year outlook Recruitment strategies
Emergency Succession Planning
Sudden departure
Unplanned leave Exit from organization
Interim management
Individual Exercise
Choose one of the key positions you identified on the Key Position Assessment form. Add that position to the Succession Planning form. Complete all sections, including Possible Successors for the position.
Development Planning
Mentoring Formal Training
Developmental Assignments
Development Planning
Performance Management
Leadership Development
Job Rotation
Effective Development
70% Jobs and Assignments 20% Feedback 10% Formal Training / Independent Study
Development Plans
Development goals Competencies Talent inventory Organization goals Succession plan Performance management
Employees Role
Collaborate with manager Assess own competencies and development needs Set development goals that will also benefit organization Evaluate progress; communicate with manager
Managers Role
Collaborate with employee Identify competencies needed to fulfill the organizations mission Ensure goals are clear Advocate for employee Provide development opportunities
Development Experiences
Development Assignments Job rotation Formal Training Mentoring
Individual Exercise
Refer to the Employee Talent Assessment form you created earlier. Create a development plan using the Development Plan form.
Leadership Development
Perspective broadening experiences Self-directed learning alternatives Various on-the-job opportunities for leadership Education/training events
Performance Appraisals
Provides feedback and coaching Competencies necessary to meet organizational goals and objectives Identifies strengths Identifies areas for development Determines approach for enhancing future performance Establishes performance objectives
360 Degree Feedback
Based on behavior others can see Multi-rater feedback
Peers, reporting staff, coworkers, supervisor
Competencies necessary to meet organizational goals and objectives Enhances staff development program
Group Discussion
What now.?
Questions / Comments
