In some organizations, we have observed leaders who can either view their employees as top or under performers through the input from other employees or by limited personal observations. It is fairly common that deductions are then made that if an employee fails to thrive in a particular role, that he is more likely to fail elsewhere, rather than assessing the individual to establish where they could add incredible value to the organization.
Various studies show that companies often promote the wrong individuals into leadership and managerial positions. One of the top-rated reasons for leaving a job comes back to working under a boss that is difficult or a “bad” leader/manager. Considering what this may mean in monetary terms to an organization’s success should alert businesses that there is good reason to use objective information on critical talent decisions.
Talent Assessment helps organizations to identify candidates based on their talents in order to fulfill business objectives. Using Talent Assessment tools on internal as well as external talent helps the business choose the candidates with the hoped for work ethic, capabilities, and drive that can lead to success in leadership positions. Talent assessments together with data allow impartial judgment and providing this information puts the organization in a position of strength to make the best choice. Are your current leaders the right people or are there prospective candidates you have assessed for positions that possess the willingness to learn and apply new skills? The results from this process will help you decide whether to invest in leadership development training or to get external personnel to fill the leadership roles.
The following questions can help you in your talent management initiatives aimed to impact business objectives.
What Are Your Company’s Strategic Business Initiatives?
The first step is to determine the company’s short and long-term objectives. Once priorities are identified and the strategy is determined, you can outline the talents and skills required to help drive objectives. A list of skill requirements and so forth can be created to assist you build a profile of the people required for different roles.
Do your Current Leaders have the Capabilities to Meet the identified Business Objectives through their leadership?
Having a map of the type of leaders and team members you need can be the starting point to determine whether current leaders meet the requirements or whether they need leadership development training. Leadership development can involve various assessments to identify the talents and skills of the current leaders and coaching programs can help with the development objectives identified. There are some important questions you can ask during this process:
- Does your current leadership team have the ability to implement the current and future strategic objectives?
- Do you have sufficient talent available to step into leadership positions that are likely to be vacant in the following year? At this juncture consider current hi-potential candidates who can benefit from Leadership Coaching to build skills preparing them for the next step.
- Apart from leadership development, how can the organization develop talent to continue driving business and achieving objectives.
Companies that focus on talent assessment, development and problem solving to explore and train the right individuals will successfully lead the organization to meet and exceed objectives. Selecting the right candidates who are suitable for both the position and the company is key, and,using assessment tools can help establish the required skills, talents and requirements that the organization needs. Establishing a training and talent management program will equip your talent and assist with employee retention. LHH Gulf works with organizations in different industries and of different sizes to support their talent management efforts. Email us at firstname.lastname@example.org to learn more on how we can partner to support you.