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Posts Tagged ‘talent succession’
Tuesday, June 28th, 2011
 Why did we have to invest $180,000 to legitimize that learning? Do you think the answer we figured out in Part 1 sounded simple and obvious?
The best way to answer these questions is to think about how your own organization operates:
- When a vital project or initiative must be done, do you consciously select the BEST team leader and team?
- Do you remove or reassign all, or a significant part of team members’ current workload so they have sufficient time to successfully execute the new initiative?
- Do you ensure that they are continuously allowed to focus on the vital initiative without having their attention diluted?
- Or, do you normally pile the new project’s expectations and workload onto your best, most capable people and then hope for the best?
Did a light bulb just illuminate in your mind?
You now have the potential to earn improved performance results. Implementing the learning we just discussed builds a foundation upon which a successful, winning culture can be built.
- What are keys to success that you have learned?
- What have you found to be the most beneficial approach to bringing out the best in your leaders and your organization?
Part 3 of this article we will discuss the power of ‘divide and conquer’ – the truth and power of doing it correctly!
~Randy Pound, Vice President @ Centennial, Inc.
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Tags: brainstorming, career strategy, communications, Leadership, leadership strategy, strategic planning, talent engagement, talent succession
Posted in Communication, Employee Engagement, Employee Retention, Hiring & Recruiting, Leadership, Motivation & Inspiration, Recruiting & Executive Search | No Comments »
Thursday, December 9th, 2010
Generated by: Facebook Members
I was recently asked to share what defines “A” players in the marketplace when recruiting leadership and key talent. The client asked, “what characteristics and traits should we be seeking if we truly want to recruit “A” talent to join our organization – executive leadership, management team and key people leader positions”. Although I could speak about this topic all day long, and technically do, I thought this would make for a great conversation with our blog readers!
First, let me share that this mindset in and of itself is unique. Too many organizations get comfortable in what has been successful and never move the needle beyond the point of yesterday’s success. This client, however, saw an opportunity to capitalize on what success looks like for the future. It’s exciting to partner with companies that are action and results-oriented!
They wanted to complement what has made them successful in the past decades with what will make them successful in the future! They truly do want to soar beyond where they are today…and
Second, I proceeded to share with them that an “A” candidate for one client does not equal an “A” candidate for another. However, after thinking through this organization’s request, I realized there are certainly traits that are consistent of top talent today.
Below is an initial list of traits that I believe define “A” candidates and top talent in today’s ever-changing environment. This list constantly evolves based on key learning’s from our client engagements and the dynamic definition of ideal talent in today’s marketplace. That said, here is my perspective today on what defines “A” talent:
Top 10 Attributes That Identifies “A” Talent
The executive and human resource team that asked this question is leading a growing organization in the consumer package goods and distribution industries and has been wildly successful over many decades. They are reaching for a new level of success and being challenged by the ever changing customer demands and the consumer/customer centric movement. During our engagement together we have been focusing on their identified strengths while recruiting leadership and talent that will stretch their minds and business beyond where they are today as they seek the desired next level of success.
What would you add to this list? What traits do you seek in top candidates and “A” leadership? What traits do you see as the ‘driving motivators’ of selecting the right candidates? How do you benchmark these traits among candidates?
Mike Sipple Jr. is Vice President of Centennial, Inc., an executive recruiting, talent strategy and career coaching firm. Mike is passionate about attracting, recruiting, developing, engaging and retaining top talent for changing and growing organizations. As a second generation recruiting executive this business is thought to be a calling!
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Tags: attracting talent, centennial, employment brand, executive leadership, executive search, hiring, Interviewing, Leadership, leadership characteristics, recruiting, talent acquisition, talent assessment, talent succession
Posted in Employee Engagement, Employment Brand, Hiring & Recruiting, Interviewing, Leadership, Motivation & Inspiration, Recruiting & Executive Search, Succession Planning | No Comments »
Thursday, May 6th, 2010
 In continuation of our most recent post The Talent War Has Begun…How Will You Prevail? Part 1 we covered a few simply, yet strategic, recommendations of getting ahead in the war on talent. These are taken directly from our consulting with organizations who are either behind the curve or fighting to stay ahead of the curve!
Additional thoughts and suggestions from our team includes the following:
Don’t ‘bank on’ your network or the people that come to the top of your current employees’ minds. Just because someone came to mind quickly doesn’t ensure they’re the best fit. Low hanging fruit may get you fruit, but it may not be the highest quality provided by that tree. Engage the help of experts who focus on networking with, identifying and building trusted relationships with the top talent in a given area.
Be ready to narrow the pool of candidates and make a decision on your top choice. When you’re hiring, your reputation is being explored by qualified candidates just as much as you’re exploring theirs. By remaining focused on your talent search and making swift decisions, you demonstrate to the talent pool that you’re serious about solving problems. On the other hand, a long, indecisive process can give the perception that you’re on a ‘fishing expedition’ to see what’s out there. The best candidates won’t appreciate this, nor will they need to endure it. They won’t need to, because your decisive competitor will have just hired them.
Think and act proactively. Organizations that are consistently looking for and are open to being introduced to ‘top talent’ are 10 steps ahead of those who only meet talent when they have an emergency or immediate need. In today’s environment you should be describing the type of leaders, key team players and future contributors that your organization will need to be successful now and in the future. Share with your talent and business advisors what challenges the organization is facing, what opportunities you see on the horizon, where you could strengthen your team and the type of talent that would make the biggest impact on your business. You will be amazed over time how this strategy will pay off significantly and you will never look at recruiting the same.
Finally, consider your whole Talent Management process. Retention is becoming more and more paramount, and should be understood equally or more than recruiting. Consider how you can do a better job of retaining, growing and developing the talent you have. As the war on talent escalates, you must make the care and feeding of your people a priority, or someone else will be happy to take that burden (along with your talent) from you.
Now that we have challenged you on 7 strategic areas to focus on what will you be doing differently? Also, what other areas do you see the need to address as you look at the big picture of attracting, recruiting and winning the war on talent.
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Tags: attracting, hiring, recruiting, retaining talent, talent succession, winning the war on talent
Posted in Employment Brand, Hiring & Recruiting, Interviewing, Recruiting & Executive Search, Succession Planning | No Comments »
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