Talent Strategy Tips
The following tips provide a couple of areas to get you thinking about…
- View business objectives and talent strategy from the “outside in.” Identify concerns, criticisms, and strengths of products and services from key stakeholders to implement strategy accordingly and create awareness, desire, and knowledge regarding the need for change to help execute change when the time comes. For example, if customer satisfaction is low then do you need to focus your talent strategy on bringing in more or different customer service reps? How will this go over with key stakeholders? How can you create awareness of the issue, desire for the change, and knowledge regarding why the change needs to take place and, over time, how will you successfully implement and reinforce the change?
- Start a dialogue with employees, line managers, supervisors, and other relevant voices from the field. Discuss what products, skills, abilities, or other factors they see relevant to future demands to ensure your strategies align with the forecasted demands to help plan for and manage change over time. For example, if your line managers indicate you don’t have enough of the right skills to efficiently produce your products then should you focus on training and development? Again, ask yourself, how will this go over with key stakeholders? How can you create awareness of the issue, desire for the change, and knowledge regarding why the change needs to take place and, over time, how will you successfully implement and reinforce the change?
Below are some tips to get started:
- Communicate with your executives and key stakeholders to determine the core business objectives looking forward. ….Be sure you have a seat at the table!
- Find alignment between business and talent strategy to generate some “quick wins” and show the business how talent strategy can meet business needs. This will increase the confidence of executives and key stakeholders to increase the talent strategy budget.
- To drive the success of those quick wins be sure they are being translated to outcome relevant to the business. Can you determine the ROI of your talent strategy projects?
- Wash. Repeat. And make sure you are thinking outside-in! How is your talent strategy impacting your primary consumer? ….the business wants to know!
- What are the core business objectives?
- How is our talent strategy aligning with core business objectives?
- Are we thinking business related outcomes that matter to key stakeholders
- Can we think outside-in?