One way to think of organizations is that they are a bundle of resources, processes and values (referred to as the RPV framework). Leaders need to actively manage all three elements of the RPV mix. In this post I would like to zero in on processes. Processes are to organizations what hardwiring is to the human brain: it allows the organization (or organism) to complete routine tasks with minimal expenditure of energy and resources while bringing consistency and proven reliability to execution.
Two processes I recently learned about that support talent management are One Page Talent Management and Online Mentoring.
One Page Talent Management
One Page Talent Management was developed by Marc Effron, a former VP of Talent Management at Avon Products who recently founded a new consulting firm named The Talent Strategy Group. He has a new book coming out shortly on this innovative process. One Page Talent Management assesses leaders’ performance and provides simple, easy-to-understand reports. It applies the logic of the Pareto Principle (i.e. 80 percent of effects come from 20 percent of causes). It helps a manager by identifying a small number of practical actions to focus on that will have maximum impact. For example, in the area of employee engagement, the report might narrow the results of a 45 question survey on employee engagement to a few specific recommendations such as showing more respect for employees or helping them grow professionally, and focusing on these causes will have a disproportionate effect on employee engagement. You can learn more about One Page Talent Management in this webcast I hosted with Marc was my guest.
Online Mentoring (part of Profiling Online)
Online mentoring is one part of the enterprise talent management system Profiling Online which also includes competency management, succession planning, career management, learning and performance management and exit interviews. It’s available in 16 languages. Online mentoring automates the collection of data that drive successful mentoring relationships and provides recommended pairings. Bob Dean, the former chief learning officer at Heidrick & Struggles, recently joined Profiling Online as its Director for the America’s region. Bob became acquainted with Profiling Online when Heidrick & Struggles adopted it.
Tools such as One Page Talent Management and Profiling Online are making the talent management function more efficient and effective. Adopting them can help boost employee engagement and strategic alignment when motivated employees give their best efforts and align their behavior with organizational goals.
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Michael Lee Stallard speaks, teaches and writes about leadership, employee engagement, productivity and innovation at leading organizations including GE, General Dynamics, Google, NASA, Lockheed Martin and the Darden Graduate School of Business. Most recently, Michael and his colleague Jason Pankau filmed a 90-minute program for Linkage. Michael wrote the guest editorial for Talent Management magazine’s February 2010 edition and recently his article on how the force of connection boosts productivity and innovation was featured as the lead article in the UK’s Developing HR Strategy Journal. Click on these links to learn more about Michael and Jason in the media and their speaking engagements.
