The Talent Metrics That Matter Most

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?

Thanks to Julie Young on Linkedin for bringing this to my attention!

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.