MANAGING TALENT & PERFORMANCE
How well do you manage your people?
Good people are always hard to find. And once they are on board, the challenge is to keep them engaged by offering challenging work together with support and development. Talent management is an important part of this picture.
Talent management options
Our clients focus their talent management activity in different ways. Some provide development opportunities for ambitious individuals throughout the organisation. Others concentrate on identifying and developing a smaller group of High Potential (HiPo) individuals through a High Flier Programme.
Managing high fliers
Because it can be difficult to identify High Potential individuals, we have developed the cda ‘Leadership Talent Factors’ which define the characteristics of early career leadership talent. We use a range of bespoke assessment exercises, psychometrics and 360 feedback as part of a talent assessment process. We have the resources and expertise to deliver large programmes of assessment and feedback to demanding timelines.
Once the assessment has been completed, we can provide a wide range of HiPo development activity including coaching and mentoring, skills workshops, structured job experience, expert speakers, on-line development communities and peer coaching.
Effective succession planning
We also advise clients on Succession Planning, which we define as the process of identifying individuals as short- or medium-term successors into business-critical roles. The cda ‘Succession Planner’ tool provides an easy way to manage and report complex Succession data. As well as managing information on successors, the tool also allows the production of key analytics such as bench strength, flight risk, gender profile and age/service mix.
Managing performance
Effective, ongoing performance management is important for every team member, not just the highfliers. The process of reviewing performance, providing constructive feedback, agreeing objectives, and confirming a personal development plan is one of the most important mechanisms that managers have to engage their people.
Done well, it provides the ‘golden thread’ that links business objectives with individual objectives and offers the opportunity for managers to support and develop their teams – whether they are managing poor performers or managing high performers. We are very experienced in working with clients to develop a high-performance culture, by improving performance management processes and skills.
The case studies on this page illustrate our approach in more detail.
CASE STUDIES
