Clydesdales, Racehorses, and Unicorns: Talent Management ...€¦ · Talent Mapping Unicorns: +...
Transcript of Clydesdales, Racehorses, and Unicorns: Talent Management ...€¦ · Talent Mapping Unicorns: +...
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Clydesdales, Racehorses, and Unicorns:Talent Management for EveryoneAssociation of American Veterinary Medical Colleges
Alexis Kanda-Olmstead, Managing Director of Talent Management, Training, and Support
[email protected]; (970) 491-8217
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Agenda for Today• The Case for Talent Management• Talent Management 101• Assessing and Developing Talent• Talent Development and You
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Talent Management for Everyone
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Stay Interview1. What motivates/demotivates you about your job?
2. What talents are being used/not being used in your current role?
3. Where do you hope to be in 3-5 years?
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The Case for Talent Management
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What happens if we develop our employees
and they decide to leave? What happens if we don’t, and they stay?
The Talent Dilemma
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Talent Management 101
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Human Capital: Evolution of a ConceptIndustrial Age• Focused on producing consumer goods• Transactional Work (1+1=2)• People as
– Machines– Replaceable– Debt
Information Age• Focused on service and innovation• Transformational Work (1+1=3)• People as
– Knowledge workers– Hard to replace– Investment
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Talent ManagementWhat it is:A core business function and integrated system of strategic staffing, onboarding, learning and development, performance management, strategic retention, and succession planning.
Why it matters:• 150% of total compensation package = Average cost of losing an employee• 18 months = Average time for a new fundraiser to reach a level of productivity deemed
acceptable by the organization
Croteau, J.D. (2012) Effective Measures: The Return on Investing in Talent Management
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Talent Management
Functions
Recruitment and Hiring
Onboarding
Learning and Development
Performance Management
Succession Planning
Strategic Retention
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Assessing Talent
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PerformanceMeasurable Outcomes:
Metrics Project Deliverables Quality
Professional CompetenciesBehaviors Attitudes Skills
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Potential• Formative Experiences
• Leadership Traits
• Logic and Reasoning
• Learning Agility
• Self-Awareness
• Motivation
• Lack of or Managed Derailment Risks
Can the person advance two levels in the organization?
Can the person significantly contribute to the future success of
the organization?
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High Performer
Solid Performer Key Performer
Lower Performer
POTENTIAL
PERF
ORM
ANCE
Talent Mapping
1. Evaluate your talent pool
2. Guide developmental conversations
3. Design Individual Development Plans
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1. Evaluate your talent pool
2. Guide developmental conversations
3. Design Individual Development Plans
High Performer
Solid Performer Key Performer
Lower Performer
High Performer High Performer Plus Platinum Performer
Solid Performer Key Performer Future Platinum Performer
Lower Performer Inconsistent Performer Future Performer
POTENTIAL
PERF
ORM
ANCE
Talent Mapping
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Talent MappingUnicorns:
+ Highly-Experienced Strong Performer
+ Ready for Next Level
Racehorses:
+ Moderate to High Experience
+ Keep Challenged
Clydesdales:
+ Moderate to High Experience
+ Keep Happy
High Performer
Solid Performer Key Performer
Lower Performer Inconsistent Performer
High Performer High Performer Plus Platinum Performer
Solid Performer Key Performer Future Platinum Performer
Lower Performer Inconsistent Performer Future Performer
POTENTIAL
PERF
ORM
ANCE
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Developing Talent
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Professional Development MattersCandidates in the U.S. look for one thing above all others when applying for jobs: opportunities for growth and professional development.
Society of Human Resource Managers (SHRM)
Second only to a higher salary, Millennials leave jobs because there are not enough opportunities for learning and development.
The International Consortium for Executive Development Research (ICEDR)
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Professional Development Matters
Ranking Professional Development
Financial Compensation
Very Important 36% 34%Important 43% 43%SomewhatImportant 14% 18%
“How important were the following factors in your decision to join your current institution?”
Educational Advisory Board2017 MGO Survey; N=1,217
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Professional Development StrategiesOrganizational• Make managers accountable for talent development• Integrate into annual planning process
Individual• Focus on areas of strength rather than weakness• Integrate into annual goal-setting process
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Professional Development OpportunitiesHigh Performer
Solid Performer Key Performer
Lower Performer
Pr
High Performer High Performer Plus Platinum Performer
Solid Performer Key Performer Future Platinum Performer
Future Performer
-Serve as a mentor-Lead committees-Present at conferences
-Develop network-Professional coaching-Stretch assignments
-Promote/reward-Stretch roles-Executive-level exposure
-Identify a mentor-Attend conferences-Serve on committees
-Develop network-Professional coaching-Stretch assignments
-Identify a mentor-Change/adjust role
-Develop within role-Provide feedback-Increase expertise
POTENTIAL
PERF
ORM
ANCE
Unicorns:
+ Highly-Experienced Strong Performer
+ Ready for Next Level
Racehorses:
+ Moderate to High Experience
+ Keep Challenged
Clydesdales:
+ Moderate to High Experience
+ Keep Happy
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Talent Development and You
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Stay Interview1. What motivates/demotivates you about your job?
2. What talents are being used/not being used in your current role?
3. Where do you hope to be in 3-5 years?
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Talent Development and You• Ask for specific feedback
• Develop a next-level network
• Identify and cultivate mentors
• Job craft to expand responsibilities
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“Whether they are departments of 3,23, or 323, divisions of advancementand development across the countryhave realized that if they do not investresources in their most important asset,their highest performing talent, they willnot reach their aggressive fundraisingand constituency engagement goals.”
– Jon Derek Croteau
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Thank you