A precis of Talent Management application with OD principles and practices

Accelerated Talent Management™ using Whole System Transformation™ Methodology!
– by Roland Sullivan, SULLIVAN TRANSFORMATION AGENTS
CAPix innovative partner
in collaboration with Dr. William J. Rothwell
Presentation for PSTD Foundation Inc, Manila & Cebu, Philipiines at Asian Institute of Management

Align your team with direction!

Many organizations are experiencing the need to improve the number and quality of people they attract, develop and retain so as to meet needs resulting from such issues as pending retirements, explosive business growth, or competitive problems. While talent management is usually associated with a systematic process of attracting, developing and retaining talented people, about 70 percent of all such programs fail within the first 3 years. There are many reasons for failure. Common reasons include:

– Executive leadership not completely involved and aligned around strategic workplace learning,
– Lack of clear and measurable goals,
– Lack of clear roles for different stakeholder groups (such as senior leaders, HR practitioners, operating managers, and workers),
– lack of accountability systems to ensure that each stakeholder group acts according to their expected roles to help the organization achieve its targeted talent goals
– The critical mass not engaged in the understanding and assimilation of strategic direction
– All employees engaged rather than having a program cascaded and imposed upon them

Setting up and sustaining a talent program can be challenging. Many elements must be integrated if a talent management program is to be successful. Organizations need present and future profiles of ideal performers (competency models), performance management systems that are objective and well integrated with measurable organizational productivity goals, objective promotion systems and systematic approaches to build individual and group capacity to meet future organizational needs. Creating these elements can be time-consuming and expensive. Working in large transformative summits reduce the cost and risk of failure. Software solutions alone will not work simply because they provide the means to use the existing content that must be created by the organization and its leaders in ways that are effectively tied to national and organizational culture.

One solution is to first help Executive leadership transform their attitude, behavior and direction for managing and leading the talent of the organization. Secondly we design summits with design teams representing the enterprise as a whole. Thirdly we set up a perpetual talent management journey that sustains itself long-term. Fourthly we focus on helping an internal change agent to continue to facilitate the effort with reduced dependence on external resources.

In sum, the purpose of Accelerated Talent Management™ (ATM) is to execute a systematic approach that builds commitment among decision-makers and workers while also creating the essential elements of an effective talent and succession management system that produces a thriving business.

 

To follow our dialogue and learnings join the group at Linkedin that Rothwell and I started. It is titled: “Accelerated Talent Management Utilizing Change Management Methodology”

Image

 

Rothwell with Dr. Perla, a 25 year friend who I gave the Asia OD Network Lifetime achievement award to. She is one of the leading women who has brought OD to Asia. Bill is signing our third edition text book that she uses in the Masters and Ph.D programs at Assumption University. Our next AODN Summit will be at Assumption in Thailand. 

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