How to Turn Talent Development from a Stress-Inducer into a Strength

This is an excerpt of a post that originally appeared on the Greater Baton Rouge Business Report on April 27, 2016.Turnover. Brain drain. Succession planning. These words can strike dread in the hearts of leaders, who must deal with challenging employees in a productive way, as well as keep rock stars happy and on the right track. These tips can turn talent development from a stress-inducer into a strength.

Start with a Plan

For many of the companies we work with, talent management doesn’t bubble up as a priority until they unexpectedly lose a talented employee or they realize there’s no one to promote to replace an aging owner or senior leader. The good news is that talent management and basic succession planning don’t have to be complicated or take up all your time to have a positive impact on your company.Start with your business’ strategic goals and plan. (If you haven’t worked on this in a while, it’s a great time to start.) Then think about the human resource implications of those goals. What kind of people will you need to make your vision a reality, whether it’s a plan for growth, expansion into new markets, a merger or acquisition, or even weathering a tough economy? All these things can affect your talent management plan.

Assess Your Culture and Talent Pool

Make sure you scout your organization for high-potential employees, whose impact on your business can be huge. Sometimes high-potential employees aren’t easy to spot. Many college football players have less-than-stellar NFL Combine performances but end up being great (Odell Beckham Jr.’s bench press was 222nd out of 225 wide receivers tested since 1999). Others who are drafted with great promise end up being average or worse (JaMarcus Russell). Many leadership qualities do not emerge except over time and under fire.Development experiences and visibility are the best way to cultivate emerging leaders. So when you measure high-potentials, look deeply. Find employees who work well with others, deliver results, solve problems and are comfortable with change. Also, look for learning agility. It’s the single biggest differentiator between successful and unsuccessful leaders.Read the full article at the Greater Baton Rouge Business Report.Success Labs is a leadership-development and management consulting firm in Baton Rouge, Louisiana. For more than 25 years, our expert team of consultants has worked with hundreds of companies to explore their business potential and improve their company and cultural performance. Contact us to get proactive about your people strategy.