10 Steps to a Sucessful Talent Management and Development Process

There is no cookbook or guarantee for success in business but everyone wants a recipe. Leadership is the competency most needed in any recipe designed around achievement. Teamwork should be viewed no differently than we view organizational effectiveness. This effectiveness, without question, always comes back to the leader. The development of the leadership within any company should be the goal of every executive team.

Companies talk a good game about the need for leadership and people development, but when the water starts getting a little rough, they start treating their people as an expense and don’t hesitate to throw them overboard. Yet, the employee is listing their development and the opportunity to participate in training programs as their number one reason for selecting companies for employment.

10 Steps in Talent Management and Development Processes


1. Create a vision and expectation from your leadership team regarding people development.
2. Develop competency models that will focus on the core skill set that will lead to the success of the individual and the effectiveness of the company.
3. Make sure that you have a Performance Management System in place that focuses on performance and development, not just one.
4. Implement a Performance Coaching or Mentoring Program to foster individual growth and development coupled with shared knowledge
5. Use a variety of assessment tools designed for individual and organizational development coupled with the use of competency and leadership modeling.
6. Implement the use of a Developmental Plan (or Achievement Plan as I like to call it) and incorporate it as the most important aspect of the Performance Appraisal Process.
7. Formalize a plan that uses quarterly developmental counseling sessions with the individual and their manager and his manager
8. Create a Talent Management Pool based on strengths or the individual and the potential of the individual.
9. Monitor the Talent Development Process to make sure the pool is growing or the flow of talent achieving higher positions and reaching their goals
10. Make Talent Management part of your annual Strategic Planning process with analysis and progress noted no less than semi-annually.

I really believe that our under-estimation of this Talent Management Process will be the downfall of many a small to mid-size company. Don’t over-look your need for talent and it’s the talent in the management and leadership positions that will make the difference. 

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