What are the two talent metrics that matter the most?
Here’s a quick summary of this excellent piece from The Talent Strategy Group:
𝗖𝗮𝗻 𝘆𝗼𝘂𝗿 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻 𝘀𝘂𝘀𝘁𝗮𝗶𝗻 𝗶𝗻𝗱𝗶𝘃𝗶𝗱𝘂𝗮𝗹 𝗵𝗶𝗴𝗵 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲?
- Does everyone have challenging goals that cascade from the organization down?
- Are managers having coaching conversations?
- Are leaders held accountable for ensuring their employees have appropriate goals and coaching to those goals?
My favorite sentence in the section on goals: Let’s stop tracking the meaningless metric of “percent of goals in the system.” It’s about quality, not quantity.
𝗗𝗼 𝘆𝗼𝘂 𝗵𝗮𝘃𝗲 “𝗿𝗲𝗮𝗱𝘆 𝘄𝗶𝘁𝗵𝗶𝗻 𝟲 𝗺𝗼𝗻𝘁𝗵𝘀” 𝘁𝗮𝗹𝗲𝗻𝘁 𝗱𝗲𝗽𝘁𝗵 𝗶𝗻 𝘆𝗼𝘂𝗿 𝗰𝗿𝗶𝘁𝗶𝗰𝗮𝗹 𝗿𝗼𝗹𝗲𝘀?
- Is your best talent in those critical roles? (Pro tip: Be judicious with what is identified as a “critical” role.)
- Have you defined and assessed potential?
- What is your approach to producing the talent you need?
The key takeaway from the talent depth section: We typically see fewer than 20 roles or 1% – 3% of the population accurately placed into the category of critical roles. Critical roles are not the same as executive roles and many functions will have no critical roles.
I always appreciate the thought leadership from this organization, and this piece is another great example.
𝗚𝗶𝘃𝗲 𝗶𝘁 𝗮 𝗿𝗲𝗮𝗱–𝗶𝘁’𝘀 𝘄𝗼𝗿𝘁𝗵 𝗮 𝗳𝗲𝘄 𝗺𝗶𝗻𝘂𝘁𝗲𝘀 𝗼𝗳 𝘆𝗼𝘂𝗿 𝘁𝗶𝗺𝗲. 𝙏𝙝𝙚𝙣 𝙄’𝙙 𝙡𝙤𝙫𝙚 𝙩𝙤 𝙝𝙚𝙖𝙧 𝙛𝙧𝙤𝙢 𝙮𝙤𝙪. W𝙝𝙖𝙩’𝙨 𝙤𝙣𝙚 𝙠𝙚𝙮 𝙩𝙖𝙠𝙚𝙖𝙬𝙖𝙮 𝙛𝙤𝙧 𝙮𝙤𝙪? 𝙊𝙧 𝙨𝙤𝙢𝙚𝙩𝙝𝙞𝙣𝙜 𝙩𝙝𝙖𝙩 𝙨𝙪𝙧𝙥𝙧𝙞𝙨𝙚𝙙 𝙮𝙤𝙪?
Hey there, I’m Cynthia. I’m a leadership team whisperer, executive coach, and speaker. I guide leadership teams in high-growth companies to achieve rapid growth in a healthy, sustainable way. I coach senior leaders to discover the path to lead with ease. Learn more about The Compass Team Experience HERE.