How can a business identify where it needs to invest resources to fuel growth, while remaining competitive and agile? Developing a robust talent dashboard is a great place to start.
Use the following tools to create an accurate dashboard to assess an organization’s current talent state, while building a high-class workforce.
1\ Talent profiles
For candidates who may be potential successors, it is vitally important to assemble relevant data. This information can be collected by creating candidate talent profiles that capture information like:
- Current job role
- Time in current role
- Educational background
- Potential / desired next role
- Development / stretch opportunities
- Number of direct reports
- Key performance highlights
- Budget responsibility
The talent profile highlights an employee’s aspirational goals, as well as their qualifications for potential upward movement in the organization. These profiles form the foundation for talent reviews, offering business leaders a clear direction for how to grow the candidate based on their aspirational goals. These snapshots offer senior leaders quick insight into a candidate’s longterm value. When aggregated, these = profiles provide a platform for prudent investment into candidate development opportunities.
2\ Talent slates
A talent slate is just that, a “slate,” in which key roles and potential successors are identified. Emergency replacements can be identified for short-term mitigation, if necessary, while potential successors are selected based on a potential readiness timeline. The talent slate helps leaders assess areas of strength or stretch opportunities, in addition to pinpointing specific roles that require further development, coaching or mentoring for a healthy leadership pipeline.
3\ Individual development plans
Leaders identify core competencies necessary for future roles using behavioral descriptors as anchors for accurate assessment. Assessment results form a basis for coaching and mentoring based on strengths and opportunities. This helps prepare candidates for future roles. In addition to further developing core competencies, individual development plans offer a forum for business leaders to discuss existing talent.
Unify understands that, when talent reviews are conducted with the organization’s best interests in mind, it is important that current leaders are well-versed in the succession management philosophy. When that happens, leaders can conduct aspirational coaching conversations, while working from a talent-development mindset. A key task for leadership should be to train the next generation of leaders with the same skills and mindset. As this is baked into an organization, top talent is identified earlier, which helps eliminate panic recruiting and ensures a strong future for organizational leadership.
Talent profiles, talent slates and individual development plans help organizations get the most value out of their talent pipelines. These tools promote the business areas and competencies an organization should invest in based on potential ROI. Using each tool properly ensures your organization can retain and engage top talent while remaining competitive within the industry.
Want more succession-management tools for your organization? Learn more about our Organizational Effectiveness practice or contact us and we will equip your organization with the strategy, tools and resources for an effective and sustainable succession-management approach.