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Talent
Development
The War for Talent is
alive and well and will continue to be a daunting challenge
for American business over the next decade. Demographers
predict that by the year 2010 there will be only 44
million Gen Xers to replace the 77 million Baby Boomers
who will be retiring.
Leaders of well-led
companies know the top three reasons that talented people
choose to remain with their employers: the quality of
the relationship with their immediate supervisor, involvement
in meaningful and challenging work, and opportunities
for on-going professional development. Businesses that
invest in developing their employee talent avoid the
expense and disruption of turn-over. Moreover, an investment
in talent development insures seamless customer service,
on-going innovation, and superior teamwork!
One of our differentiators
at Flynn Heath Holt our Talent Assessment
Process. Together with our clients, we conduct
a Talent Assessment in which the client identifies the
current level of performance and potential for all leaders
in the organization. The result of this process is an
organizational plan which identifies recruiting needs,
succession strategies, individual development plans,
retention strategies, and performance problems to be
addressed.
We believe that the
best way to Develop Employee Talent
is a long-term holistic approach which includes a variety
of methods, some of which are:
- Skills training
- 360° feedback
- Coaching
- Senior leader panels
- On-the-job assignments
- Mentoring
- Action Planning
A well designed, long-term development
process pays off for both individual employees and for
their companies.
Success Stories
- - Large, Growing School System Identifies,
Grooms Leaders
- - Executive Leadership Program
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