TLC approach to Talent Development
The key to the TLC approach to Talent Development is to align your individuals, your teams, your culture and your organisation itself behind your strategic goals – bringing those goals to life and into reality. The TLC philosophy is centered around the belief that in today’s lean organisations everyone matters. An exclusive approach to talent management can cause resentment. Three key differences in the way in which we work with talent are:
- a future focus (not just your strategy now but in the future)
- inclusiveness (not just high potentials and future leaders)
- a values dimension (critical prerequisite for emotional engagement, commitment and buy in).
There are two parts to our work:
Step 1
Identify your current and future talent
Step 2
Nurture and develop the talent
Step 1
Identify current and future talent
This will be important from an immediate retention perspective but also vital from a succession planning perspective. To ensure you have the right people in the right roles, both now and in the future, we harness your current succession planning and performance management processes, enhancing them where necessary. We look for role complexity and required cognitive capability. As a result of this step, you will know whether:
- current staffing can execute your strategy
- you have a requisite talent pipeline for future strategy execution
- you have under-utilised talent
- you have staff who are over committed
To be sure who are your ‘expert mode’ employees, high potentials, and individual contributors with capability and capacity (both now and for future strategy), we screen your talent using a development centre approach where we analyse and work with the performance implications of strategy. We are looking at behaviours and values, not just technical and functional skills, and we employ activities such as:
- psychometric tests
- 360 degree feedback
- behavioural analysis
- business simulations
- interviews
The outcome will be individual personal development plans (PDPs) plus organisational intelligence (OI) which builds a business relevant context for our development work. TLC can assist you with all or parts of Step 1 as required. (See separate page Talent Assessment)
Step 2
Nurture and develop the talent
From four points of view: attraction, retention, succession planning and performance, this Step is vital to your organisational strategy. While every development programme has its differences, TLC take this approach to the development of talent:
We encourage you to offer a Y-shaped alternative to your staff: one branch of the Y is concerned with management and leadership development. The other branch is all about being the best the person can be in that area – a subject matter expert, an ‘expert mode’ employee, a role model. So your people don’t have to pretend to be interested in a career in management just to get a better car, or improved earnings or added responsibility. Whichever branch your people choose, TLC will help you to develop them to their full potential. Starting with the signing off of an ongoing service level agreement (SLA) with your senior team, the co-created development programme is likely to include interventions such as:
- 360 degree feedback
- MBTI (plus other tests as appropriate)
- modules to support participants’ development (e.g. leadership/ management/ transactional analysis/ managing change/ coaching for performance, etc.)
- action learning sets
- online learning community
In addition, we offer you ongoing monthly reports and quarterly senior team SLA reviews, where we share with you the key OI that is coming out of the work we are implementing. In this sense, it’s like you’re getting a regular ‘pulse check’ on your organisation’s health.
This is core business for TLC – it’s what we do. As we implement the development programme, so we hold each other to account against the SLA – you must also play your part in the programme.
The size and shape of our clients’ talent development programmes will vary according to their budget, their timing and the numbers involved. Our successful experiences are well documented on our website in the form of case studies and we would happily put you in touch with any number of delighted clients for their personal references.
For more information, please contact us…