One of the strongest ways you can add value to an organisation is in the development and management of a talent management strategy. Talent is traditionally about identifying ‘high potential’. We think that’s too limiting and exclusive.

As is our approach, we think a talent management strategy is developed on the back of key insights. Those insights should come from:

• Understanding what the talent needs are for your senior leaders. How do they want to develop their future leaders? What does their optimum operating model look like with people? How is that talent being developed?

• What opportunities are there for developing capability across departments / divisions? What skills, competencies or knowledge will they be developing? What opportunities are there for leading a completely different team to broaden their business and commercial acumen?

• For those who are ambitious and accelerating through roles, what potential blind spots do they have? What personal and professional development are they going through that gives them core skills and development they can actively use?

• For those who are happy in their roles, what are the ongoing projects they can support with to strengthen the operations of the team/department/division?

• Does the organisation have a way to monitor and track career growth opportunities so people can identify the organisation as a place to grow their career?

Insight takes time to understand. Take the time to figure out where that data and insight can come from.

Together, we can take that insight and build a talent management strategy that is tailored to your organisational needs.