Spring 2016 issue of Horizons

Devote as much time to planning for your talent as you do for planning your business strategy. Schedule regular talent planning meetings with your key executives to assess your talent. Identify people with advancement potential and develop specific plans for their advancement. Those plans may include special training and development opportunities, assignment of senior mentors, enrollment in programs with outside coaches, and challenging on-the-job experiences, among others. Most importantly, be sure someone senior in your organization develops a personal relationship with your top performers. Assign senior mentors and hold them accountable for the growth and development of their protégés. Use your talent planning meetings to identify needs for additional talent and develop action plans to fill those needs. Finally, when despite your best efforts, someone chooses to leave your organization, celebrate the person’s service to your company. Treat them on the way out of your organization with as much attention as you did when they joined. You will be amazed at the positive impact this approach has on your culture. Minimizing the trauma people feel when they choose to move on has enormous positive impact on the trust and respect those who stay have for your organization. At RubinBrown, our highly experienced and talented human resources team leads the way on all of our talent initiatives. This team leads our recruitment efforts, training and development, performance management, coaching and counseling. An investment in highly qualified human resource leadership will provide significant return, enhancing the chances that your organization will achieve its vision. In the final analysis, we believe our people want to be valued members of a successful organization. Likewise, recognizing them for their value to our firm ensures the success of our firm.

A rigorous and disciplined talent planning process ensures the sky is the limit .

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