You want to keep a strategic eye on the talent in your team? To do this, there is a somewhat unconventional method we know from team sports: the player card. This allows you to compile a well-structured profile of the members of your team, showing their skills and potential at a glance. In development meetings, you can then use the player cards to gain a very special view of your company’s team and to focus your tactics almost playfully.
Taking a look at the team together: development meetings
At regular intervals, management, HR business partners, and the company’s talent managers should all put their cards on the table. Selected talents are presented, and the 9-box grid is used to check and confirm their performance and potential. On this occasion, the participants also determine any development needs and look at the succession situation.
This method provides an impressive opportunity to present high potentials to the top management and to develop strategies that can be used to promote employees. Cross-functional and cross-national job changes get things moving and are excellent incentives for further development and gaining experience.
Outside the playing field: classical methods
Of course, traditional tools such as regular employee and annual appraisal interviews are at least as important as an external perspective when setting up a strategic talent management system. Looking back together on the last months, giving qualified feedback on the cooperation, and setting new goals: these are important elements of the continuous staff development cycle. A target system or performance check can help with the overall assessment – and with expressing feedback in an appreciative and constructive way.
Moreover, efficient programmes can be integrated into the company’s daily routine. In this context, mentoring is an exciting move, because a one-on-one relationship between mentor and mentee holds enormous potential for development. Another important component is networking events, such as the so-called talent table, where members of the board of directors meet high-potential candidates. I will present the two ideas and best practice examples in the next two blog posts on this topic.
You are interested in developing a tailor-made talent management strategy for your company? Please, get in touch: mp Executive Coaching & Organisational Development – mail@marion-pohl.com.
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