Talent Development: What Leaders Need to Focus On

Posted by April Parks, M.S. Conflict Management

Aug 14, 2014 10:17:00 AM

Focusing on Talent DevelopmentLeaders take on several roles in the workplace. They must serve as facilitators, communicators, and trusted superiors. They must be open-minded and ready to take on new projects as they come along. Leaders must also be able to solve problems during times of conflict. 

They offer so much to the organization and their team that it is probably a bit overwhelming at times to keep up with everything.

One important part of a leadership role is having a talent development strategy. It should be a top priority in any organization and now through the use of talent management software, talent development strategies are that much easier to develop and monitor. It's easy to let this fall by the wayside because because talent development is not a "visible skill" per say. Because it is a role that is not easily seen like how well a leader communicates or how great a leader's business acumen is, talent development has a tendency to be forgotten.

It is crucial though to the success of any business, especially in today's workforce. By developing talent now, you are investing in the future. This is so important because of the competition companies see more now based on intangible perks of the job like employee engagement, flexible working arrangements, and recognition and appreciation. When leaders give time and attention to strategies to develop their talent, the can expect to see long term benefits for the future success of the organization.

With that in mind, here's how leaders can devote a little more towards talent development and really up the ante as a notable leader:

1. Make talent development a priority. Set aside time to focus on the needs of the company, as well as the future of employees and their desires for their own futures. Where does the company want to be in 5 years and how can you integrate that goal into the aspirations of your employees?

2. Have discussions with employees about a career plan. Through workforce management, succession management, talent acquisition, learning, and performance management modules of talent management, you can set up a clear path that benefits both employer and employee. It's a win-win situation! You and your organization want to be prepared for whatever the future may hold so take advantage of this software and be ready for fluctuations associated with the market.

3. Create a culture focused on developing talent. Be a role model to those you lead. As the saying goes "people learn by example," so why not set a good example for others to follow? Show that you are still learning as you go along and share with them the valuable things you do learn. It will create trust in the workplace, which will only help you in developing strong talent.

4. Don't always treat issue that arise with a slap on the hand; it's also a great learning experience for employees. This will challenge them to further increase their knowledge and skill set as the grow with the company.

When leaders begin to see talent development as a dynamic part of their company's success, they will be able to lead more efficiently because they know their employees that much better! If not made a priority, it could damage the organization in the long term scheme of things. Think about it: building a culture rich in trust, recognition and enthusiasm, and in talent development is important because "if you don't your employees bodies may be there, but their hearts and minds will be elsewhere." And what kind of leader wants that for his/her employees? Take the time to get to know the ones you and make talent development a priority.

 

Workforce Management

Topics: Talent Management