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Smart Investments in Talent
Instead of developing your talent equally across the board, you must recognize that certain jobs and tasks are pivotal.
This topic goes beyond your organization’s HR strategy. It’s about how well your entire organization connects decisions about talent to its strategic interests. Talent decisions lie not so much with HR as with executives, managers, and supervisors. They make decisions about who to hire, what skills to develop, what results to reward, and generally where to invest time and money in improving talent.
This topic provides you with opportunities to determine unique ways to nurture talentship within your organization and not just mimic what has worked for others.
Today’s topic will provide you with an opportunity to:
- Appreciate that the best place to invest in talent is sometimes non-intuitive.
- Learn methods for determining where an investment in talent will yield the highest return.
Here's How it Works
A CoachingOurselves module is used by a group of 4-6 managers to guide a 90 minute peer-coaching session. One participant plays the role of facilitator. Working through the module one page at a time, the team reflects on their own experiences guided by the content, questions and exercises. There is no pre-work and no laptops, and the meetings are held anywhere managers normally hold work meetings. A program involves six modules, one per month.
The result is managers learning from, and coaching each other, and the organization developing capacity to develop itself. CoachingOurselves peer-coaching programs deliver cost-effective leadership development to over 15,000 managers in organizations around the world. Contact us to find out more and get started, or register to our newsletter to keep in touch.