Evaluation and measurement of talent management initiatives
Acceleration of leadership development
Transference of individual and organizational knowledge
This blueprint provides the details needed to institute each of these programs and achieve real, measurable results.
Benefits of Using this Reference
StrategyDriven Contributors like The Executive Guide to High-Impact Talent Management because the blueprint provided is implementable, actionable, and based on many of the practices endorsed by StrategyDriven. These practices focus on continuous programmatic assessment and performance measurement to drive superior results. If we had one criticism of the book it would be that the solutions presented appear too academic and unaltered by the realities of the business world.
The Executive Guide to High-Impact Talent Management provides a thorough, implementable talent management program based on sound principles of accountability; making it a StrategyDriven recommended read.
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The Talent Masters: Why Smart Leaders Put People Before Numbers by Bill Conaty and Ram Charan provides unprecedented insight to the people development programs of several legendary organizations including General Electric, Proctor & Gamble, and Novartis. Conaty and Charan illustrate in great detail the specific programs these organizations use to develop talent and plan for and execute on succession plans; including the behind-the-scenes consideration of organizational, cultural, and operational impacts such changes incur. They also share their experience-based insights on the critical personal traits and organizational supports needed for succeeding leaders to excel in their new positions.
Benefits of Using this Reference
StrategyDriven Contributors like The Talent Masters because of its in-depth, behind-the-scenes insights to the talent management practices of globally recognized ‘leadership factories.’ Many case studies highlight the mechanics of these organizations’ programs but Conaty and Charan present the intimate executive discussions and thought processes on personnel development and succession that only insiders possess. This book captures the nuance of thought that makes these processes work so well at creating some of the world’s most sought after leaders.
The in-depth real-world business experience of leading companies presented in The Talent Masters makes this book on personnel development a StrategyDriven recommended read.
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StrategyDriven Podcasts focus on the tools and techniques executives and managers can use to improve their organization’s alignment and accountability to ultimately achieve superior results. These podcasts elaborate on the best practice and warning flag articles on the StrategyDriven website.
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About the Author
Ken Ball is a Baby Boomer and has been tracking issues relating to aging in the workplace for several years. At TechProse, he drives business development for the consulting firm that specializes in knowledge/content management, training, and documentation for major U.S. clients. He has more than 30 years of experience in corporate sales and marketing, including years in book publishing business, working for IDG Books, publishers of the …For Dummies computer and general reference books. He has a marketing communications degree from Bradley University.
Gina Gotsill is a Gen X writer who has studied journalism at San Francisco State University and University of California, Berkeley. She is also a fellow of the Poynter Institute, a journalism think tank based in St. Petersburg, Florida. Gina has covered a wide range of business topics that include keeping Boomer skills in the workplace, teaching finance to non-finance professionals, and growth and change in urban and suburban business clients.
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StrategyDriven Podcasts focus on the tools and techniques executives and managers can use to improve their organization’s alignment and accountability to ultimately achieve superior results. These podcasts elaborate on the best practice and warning flag articles on the StrategyDriven website.
the defining characteristics of Baby Boomers, Gen Xers, and Millennials
why the retirement of Baby Boomers is of particular concern with respect to organizational knowledge retention and which industries are at the greatest risk of knowledge loss
the direct and ancillary benefits of knowledge retention programs
The strength of our community grows with the additional insights brought by our expanding member base. Please consider rating us on iTunes by clicking here. Rating the StrategyDriven Podcast and providing your comments online improves our ranking and helps us attract new listeners which, in turn, helps us grow our community.
Thank you again for listening to the StrategyDriven Podcast!
About the Author
Ken Ball is a Baby Boomer and has been tracking issues relating to aging in the workplace for several years. At TechProse, he drives business development for the consulting firm that specializes in knowledge/content management, training, and documentation for major U.S. clients. He has more than 30 years of experience in corporate sales and marketing, including years in book publishing business, working for IDG Books, publishers of the …For Dummies computer and general reference books. He has a marketing communications degree from Bradley University.
Gina Gotsill is a Gen X writer who has studied journalism at San Francisco State University and University of California, Berkeley. She is also a fellow of the Poynter Institute, a journalism think tank based in St. Petersburg, Florida. Gina has covered a wide range of business topics that include keeping Boomer skills in the workplace, teaching finance to non-finance professionals, and growth and change in urban and suburban business clients.
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Now that you’ve looked at your workforce (in The Boomers are Leaving! – How to Create and Implement a Knowledge Transfer Program, part 1), you’re ready to design and develop a program that retains Baby Boomers’ knowledge. But your program should do more than just capture and transfer valuable knowledge – it should also sow the seeds of a knowledge culture in the organization. More on that later. For now, let’s look at the four phases that will follow the organizational analysis you read about in Part 1. Like rungs on a ladder, each phase builds on the next, so it’s important that you consider each step as you create your knowledge retention program.
Design: During the design phase, you’ll use the workforce data you collected and focus on who holds the knowledge, the recipient, the knowledge you want to capture, and the method you want to use. Some knowledge transfer methods to consider are mentoring, social networks, Communities of Practice, After Action Reviews, and storytelling programs. From this point on, it is critical that you follow the needs of your audience. Regularly ask yourself these questions:
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Ken Ball is a Baby Boomer and has been tracking issues relating to aging in the workplace for several years. At TechProse, he drives business development for the consulting firm that specializes in knowledge/content management, training, and documentation for major U.S. clients. He has more than 30 years of experience in corporate sales and marketing, including years in book publishing business, working for IDG Books, publishers of the… For Dummies computer and general reference books. He has a marketing communications degree from Bradley University.
Gina Gotsill is a Gen X writer who has studied journalism at San Francisco State University and University of California, Berkeley. She is also a fellow of the Poynter Institute, a journalism think tank based in St. Petersburg, Florida. Gina has covered a wide range of business topics that include keeping Boomer skills in the workplace, teaching finance to non-finance professionals, and growth and change in urban and suburban business clients.
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