A central theme of the book, 'The Leadership Pipeline' by Charan, Drotter and Noel,
is that large organizations are now so complex that attempting to fill a top level
executive position by parachuting in an outsider can be a high risk strategy. External
recruits often struggle to understand the inter-relationships between the business
functions and technologies. Establishing a healthy talent pipeline is becoming as
important as establishing a strategy and a vision for an organization.
The leadership pipeline also makes the point that managers will have to learn new
sets of skills and to discard their old ways of working as they assume wider management
responsibilities. Just because somebody is very good at their current job does not
mean that they should be promoted to a more demanding leadership role. Many companies
now use behavioural models to try to assess which of their staff displays the most
potential for coping at the next leadership level.
You need to explain to your employees why your talent management scheme is being
introduced and how it will work. Good communications can enthuse your employees
whereas poor presentation will hamper the adoption of even the best thought out
scheme.
The internet is an ideal technology for rolling out a new scheme to a distributed
population. Remember that the web application will be the ‘face’ of
your scheme to your employees and needs to be professionally presented and easy
to use.
ResourcingNET will advise you on the best way of rolling out your talent management
scheme to your employees. TalentLAB has a highly professional and intuitive user
interface which will increase the user’s confidence in, and respect for your
talent management program.
