After you’ve identified, found and assessed the talent you need, how can you develop and hold on to future leaders? In the third of three posts Jenny Straumers from Cirrus looks at how to create the conditions to nurture and retain your talent.
My last two posts have outlined the capabilities leaders need to be successful now and, in the future, as well as the challenges involved in identifying and assessing the leaders of tomorrow from within your own business. I also provided some recommendations as to how you overcome these and best practice principles involved in identifying your future leaders. This post focuses on the next vital step, which is the follow up and creating a nurturing environment to help retain your future leaders.
PwC’s recent Workforce of the Future research indicates that a third of workers report anxiety about the future of work. Making sure you are getting the best from your investment by nurturing and retaining talent is critical. If you get it right, it should also allow you to engage a wider part, if not the entirety, of your workforce.
Talent management initiatives
Creating the right conditions starts with hiring the right people with the right skills and values to match your business. But you also need to invest in talent management initiatives and help your talent build the skills they’ll need in in various ways.
Your top talent may have high expectations from your organisation. It helps to be creative when it comes to talent management activities. Consider career pathways, job rotations, and other ways of providing challenging and broadening experiences. Offer flexible opportunities for day-to-day working and for personal development.
Development these days can be likened to a rock wall, not a ladder. It’s not just about hierarchical moves; it’s important to think more holistically about how your leadership talent gains experience. Moving across functions or business units is also a key consideration and many of our clients specify that to reach a certain level, their leaders need broad experience to support a more holistic approach to driving the business forward. It follows that top talent development won’t fit the traditional classroom model – providing them with experiences and challenges that disrupt and inspire will likely come from a blended methodology to really enable your leadership talent to flourish.
The three simple steps to find and keep leadership talent
Over three posts I have discussed what to look for and measure when it comes to leadership talent. We’ve looked at how you can best do this in a way which is positive and engaging for your leadership talent. Additional hints and tips have been provided to ensure you make the most of the data you get, engage the business, and continue to create a nurturing environment for your talent. I hope you found it useful and that you’ll consider how it can best be put into practice in your organisation.
If you’d like to know more, please get in touch. We’d love to talk to you.