Connecting Strategy with Talent Development, Part 1

Complicated. Difficult. Overwhelming.

These are some of the most common words leaders use when facing talent development and succession planning. What positions are most critical, important, or essential? Who are the best candidates for development? And how can you connect it all to an overall strategy?

In today’s episode, Daniel and Peter break it down into a three-step process designed to give organizations a talent development framework that supports an overall strategy.

Tune in to learn:

• How to define a critical position
• How to identify the skills you need to develop
• What a talent profile is and why it’s important

Plus, two tips to help you start your talent development journey, and a few insights about what to do–and what not to do–at a big offsite meeting.

Questions, comments, or topic ideas? Drop us an e-mail at [e-mail].

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Stewart Leadership Insights and Resources:

7 Ways Executives can Champion Learning and Development

5 Benefits of Investing in Leadership Development

6 Steps to Design a Leadership Development Strategy

Why HR Needs to Be Included in Strategic Planning

Elevating Your Role in Talent Strategy Planning

How Offsites can Jumpstart Leadership Development

11 Tips for Successful Team Offsite Meetings

Examples of Talent Philosophy Statements:

• "We believe in fostering a culture of continuous learning and development, empowering our employees to reach their full potential."
• "Our talent philosophy emphasizes the importance of open communication, transparency, and a collaborative environment where everyone's contributions are valued."
• "We are committed to identifying and developing high-potential employees, providing them with opportunities for growth and advancement within the company."

Typically, you can use the following as sentence starters:

• We are committed to ___________.
• We strive to_________.
• We believe in _________.

Consider building statements on any or all of these talent topics:

• Performance
• Development
• Accountability
• Transparency

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