“In the end, all business operations can be reduced to three words: people, product and profits. Unless you’ve got a good team, you can’t do much with the other two.”
~ Lee Iacocca ~
Dylan is responsible for the succession management of his large company. “Sometimes the results have been frustrating,” Dylan says. “We plan. We prepare them. We check the past performance of our top employees.
“And still, when they step into that leadership role, sometimes the ramp-up takes far too long. Sometimes they are less than what we expected.”
Dylan decided to use more quantifiable tools to help him gauge the talent performance of those within his succession program. “I thought if I could learn some triggers or some key performance measures beyond the standard reviews and recommendations, maybe we could do better.”
Dylan’s goal was to increase the success of those stepping into management roles.
1. Personality. Dylan determined that personality plays a key role in predicting the success of promotions. “Of course other factors are important,” Dylan said. “But all things being equal, personality matters.”
It wasn’t just that Dylan wanted hard-chargers at the top. But when he understood the personality of the candidates in the succession management, he had a better feel where to place them. Some departments would respond better to a consensus builder and cheerleader. Others required a firm take-charge attitude.
To check this out, Dylan explored tools like the traditional Myers-Briggs interest inventory as well as newer personality assessments with labels of colors and gems. He found many of them gave the broad-brush assessment he needed.
“For example,” Dylan said. “My R&D department needed someone who was patient with the facts and science and yet willing to encourage and be open to exploration. The past leader really pushed for results and was impatient with explanations—excuses, he called them. It didn’t bring out the best in my scientists.”
2. Skill Sets. Dylan worked to find tools that could accurately assess the skill sets of the rising talent. Of course past performance was measured. But often new skill sets were needed for the future job.
Dylan had current leaders assess the skills needed for their jobs. Then he found ways to measure the abilities of those selected for succession. He sometimes gave them a project that called for these skills.
On key abilities, Dylan asked a co-worker or mentor to evaluate the worker for several weeks. He asked them to look specifically for that talent or skill, and assess the employee’s mastery of it.
When there was a gap between need and skill set, Dylan worked to train the employee in that area before the promotion and the need to have that skill arrived.
3. Drive. In the past, management had gathered to discuss who they felt should be part of the succession plan. “I know this is important,” Dylan said. “But I thought we needed to add another element.” Dylan wanted those interested to “raise their hands.”
“I wanted those motivated enough to step up and say, ‘Pick me,'” Dylan said. “I think that extra measure of confidence, initiative, and drive matters.”
In the review process, they added a series of questions.
- Where do you hope to be 2 years from now?
- What steps do you plan to take to get there?
- What is your next step right now?
As Dylan implemented these tools in his succession management, he saw the talent performance of the newly promoted rise. “I’ve been very pleased with the results,” Dylan said. “I think matching personalities, analyzing skill sets, and assessing drive has helped us step up our promotions. At this point, I feel very comfortable with our succession plan.”
Do you want to make sure your talent performs up to expectations when placed in your succession management? If so, contact Joel for assessment and coaching.
Talkback: What extra steps have you taken to see that your top talent is properly prepared for the succession slot they are expected to fill?
Image courtesy of Blend Images / Fotolia.com
“I have just three things to teach: simplicity, patience, compassion. These three are your greatest treasures.”
~ Lao Tzu ~
Dennis felt excited at this new recognition. He’d just been asked to take a considerable promotion. He wasn’t new to leadership, but this was certainly a new position. A stretch. He was moving into a position of greater responsibility. He now had five teams to oversee. Some of the people he didn’t even know.
Dennis knew in order to succeed at this new job, he needed extra preparation. He didn’t have a lot of time to be up and running. He had to learn the essentials of this new leadership position right away.
One of his first steps was to Google “first 90 days as a leader online resources.” There he found articles and resource books. “I wanted to follow the principle of ‘Be. Know. Do’,” said Dennis. “I didn’t want to shoot from the hip.”
To get himself up and running in the shortest amount of time, Dennis decided to focus on these qualities.
- Resilient. Every leader will face some opposition. He needed to be prepared for a lack of agreement with his vision and direction. Also, managers, especially new leaders, make mistakes. That’s part of the risk taking. It’s why they were hired to lead. Dennis realized he needed to accept that mistakes and failures were part of the job. The important thing was to be resilient. Keep going. Keep confident. Keep motivated.
- Unique. Dennis was not hired to do the same old thing. “I needed to recognize my unique strengths and abilities,” Dennis said. “I bring my own brand, my own personality to the mix—and that’s a good thing.” Dennis knew he was good at cross-pollination, bringing ideas and methods used in other industries and finding applicability in his area.
- Thoughtful. The last leader had been autocratic. Dennis wanted to thoughtfully consider the merits of every team member’s ideas. He expected to research—online, and with company resources—to thoughtfully asses the strengths and limitations of the choices. “I wanted to avoid the ‘ready, fire, aim’ I saw in some management,” Dennis said.
- Vision. Dennis needed to know the course he wanted to go. He had to have a clear vision of his position, his responsibilities, and his goals.
- People. There were many new people for Dennis to get to know. He wanted to understand their strengths, their personalities, their attitudes, and how they fit with the teams.
- Culture. Even though Dennis was pretty familiar with the corporate culture, this new position put him in a different aspect of it. He needed to learn what was expected of him in as a leader in this particular place.
- Lead with Confidence. “Once I determined I was the kind of leader I needed to be, and I knew what I needed to know, I wanted to lead with confidence,” Dennis said. “I wanted my people to feel confident I knew what I was doing. I wanted them comfortable following me.”
- Set an Example. Dennis liked leaders that led by example. He wanted to make sure all his actions were impeccable. “If I asked my people to do something, I wanted them to know I was willing to do it too,” Dennis said. “I had skin in the game.”
- Embrace Change. Dennis works in an evolving industry. It is constantly changing. Rather than being reluctant to move in a new direction or cling to established ways, Dennis determined to embrace the change and lead the way.
Dennis implemented his plan. He used online resources freely and felt that he learned new leader essentials faster than he had anticipated. “I’m glad I put in the work early on,” Dennis said. “It really paid off. I feel comfortable in my position and I’ve heard feedback that my workers respect me.”
Just landed your dream leadership position? Contact Joel to learn the new leader essentials that will launch you to success.
Talkback: What have you found most helpful as a new leader? What tips or techniques would you recommend?
“If you pick the right people and give them the opportunity to spread their wings—and put compensation as a carrier behind it—you almost don’t have to manage them.”
Client Mindy Asks: Our tech company is growing and expanding. We’ve hired some managers in the past, and it hasn’t worked out the way we expected it to. I need to learn how to recruit and retain managerial talent. I want our people to stay with us and produce the results we’re looking for.
Coach Joel Answers: Mindy, you’ve hit on two key points. When you recruit well, the second issue—retention—becomes much easier. So let’s start with some recruiting tips to ensure that you are recruiting managers who will be more likely to stick around.
1. Determine your needs. First, it’s absolutely critical that you have a thorough understanding of what you expect from your manager. You need to know not only the duties he or she will perform, but the intangibles, such as emotional intelligence. Even if your new hire comes with great technical skills, if they don’t have people skills, vision, and motivation, it will be difficult for them to manage.
So look at your corporate climate. What social, communication, and team building skills do they need as well? Enthusiasm and motivation can go a long way to ensure the success of the new manager.
2. Advertise broadly. Your ideal manager may be working within your company. Or they may be working for your competitor. Make sure your open position is made known to a wide range of prospects. Can it be filled by someone just out of college? Is the market so tight you need to look to pull someone out of retirement? Don’t lose your best talent by limiting your scope when recruiting managers.
3. Sell yourself. What does your company offer to attract the kind of managers you want to hire? Being transparent about the type of company you are and what you have to offer is the key to retaining the managers you hire. A mismatch results in your managers not hanging around long.
What is there in your brand that will resonate with the recruit? Are you eco-friendly? Consensus building? Highlight your cross training or the value your company places on its employees.
4. Show them it’s true. What is there in your recruitment process that illustrates the strengths of the company you’re selling to your new hires? If you tell them your company values employees, will your prospects find a helpful HR office? Will they find that your online presence reflects your promises to them? Is the application process easy and straightforward, or convoluted and full of hoops to jump through?
5. Offer sufficient training. Once you have your new managers in place, you must provide them with the training they need to do their jobs well and to advance in the company. Retaining managers is easy if you can do these three things: Keep them happy. Keep them fulfilled. Keep them engaged in and with your company.
One way to ensure you retain your managers is by ensuring they have a full range of training to orient them properly. Have a mentor to help them understand the company culture. Offer frequent feedback where your manager can feel confident he or she is on the right track and he or she feels free to ask questions. Work together to create realistic milestones for integration and achievement.
Recruiting and retaining managers are closely linked together. When you know how to attract your ideal hire, you increase the probability you will keep your manager for a long time. However it’s important to continue training, support, and open communication on an ongoing basis.
Are you looking for ways your company can recruit and keep excellent managers? Contact Joel for insights you might be missing.
Talkback: What has been one of the most important factors you’ve seen as you recruit and retain your top talent?
Image courtesy of singkham / Fotolia.com
“If you pick the right people and give them the opportunity to spread their wings—and put compensation as a carrier behind it—you almost don’t have to manage them.”
~ Jack Welch~
Carlos oversees the human resources department for an expanding oil company. As part his goal to educate and improve abilities of HR and the staff to manage human capital, he decided to find and share great articles. “I wanted a resource that would be of value for our employees and managers,” Carlos said.
“I wanted our people to understand that they could have more control over their advancement,” Carlos said. “It’s not just HR that controls talent management, leaders and workers have a say, too.”
Carlos researched talent management articles for human resources he could draw on for information to share. “Often I’ll ask the writer of a great article if I can repost it for my people,” Carlos said. “I know it’s unethical to just lift it from the web without permission.” Even without permission, however, it is acceptable to quote excerpts and provide a link back to the original article.
Great talent management articles can offer education and value nearly equivalent to semesters of coursework. Carlos looked for articles with depth and vision.
Ten Ways to Keep Your Star Employees is a great example of the best kind of article for his managers. “It fit right in with both empowering employees and managing talent, Carlos said. “Look at some of the points it covers!”
- Empowering employees use their own gifts.
- Discovering tasks your top talent loves to do.
- Focusing on what workers are doing right in feedback and less on what’s wrong.
- Communicating effectively so each person- management and staff- understand the task, the company policies, and what’s expected.
- Helping your employees work smarter, not harder.
- Offering quality of life enhancements—even when the tough economy doesn’t let you pay them more.
- Letting employees focus more on what they enjoy.
- Looking for advancement opportunities for your employees and helping them find those openings within the company for themselves.
- Coaching and mentoring as a way to increase skills, value to the company, and chances for advancement.
Carlos also found cost effective ways to improve employee morale with this article: How Managers Can Improve Their Workplaces for Employees. The article covered the value of:
- Keeping lines of communication open so employees feel their comments matter.
- Adjusting work schedules with flex-time and other ways to keep talent that might otherwise leave the workforce.
- Recognizing accomplishments—which have been show to add satisfaction to workers.
- Developing programs and plans for workers to increase their skill levels. This increases the talent pool and makes the job of human resources easier.
“As I looked at talent management articles, some were particularly appropriate from a human resources perspective,” Carlos said. “3 Reasons to Invest in Leadership Development added to my understanding of the value of outside coaching in ways I hadn’t considered.” It said:
- Coaching and training is cheaper than bringing on new recruits. The cost of training them and bringing them up to speed is much higher than training or coaching current employees.
- Outside coaching relieves a burden on managers and allows managers to focus on their company job. Plus, you have an expert trainer teaching your employees, instead of a manager whose skills lie in a different direction.
- Talent development benefits both the company and the employees. The company creates a succession plan of rising leaders and keeps proprietary information within the company. Staff knows they are valued and appropriately challenged.
“I found great value in reading talent management articles to help me with my company’s human resources,” Carlos said. “It also gave me insights into breaking news and new ways of using traditional strategies.” Carlos likes the fast learning that comes from articles and plans to continue mining top articles for more valuable information to help him retain his company’s top talent.
Talkback: Have you read a great article? Let us know so we can all enjoy it.
Image courtesy of RafalOlechowski / Fotolia.com
“An employee’s motivation is a direct result of the sum of interactions with his or her manager.”
~ Bob Nelson~
Client Joan Asks: We’ve been really struggling with an employee retention problem. I’d like to help my managers determine where the problem may lie and come up with some solutions we can implement to keep our employees productive and happy.
Do you have some articles I could recommend to them that would help?
Coach Joel Answers: I like the direction you are going, Joan. If you allow your managers to read up on the way other people have resolved this problem, you get some buy in.
Then when they come to the table to discuss their ideas and solutions, you already have them taking ownership of the problem. They will be more interested in working toward a solution.
Here are six articles that will get you started.
1. How Managers Can Improve Their Workplaces for Employees. Joan, the fact is, most employees leave because of their boss and the management. The great thing about the suggestions in this article is that you don’t need to bust your budget to accomplish these strategies.
You’ll find seven simple steps you and your managers can take immediately to help retain more employees. Read Employee Retention Article.
2. Ten Ways to Keep Your Star Employees. Anytime you have top talent, you want to have them happy and secure with you. One of the issues that surfaces with rising stars is they will not stay if they don’t feel they are doing fulfilling work. Also, if they feel they are totally inundated with work they may become discouraged. Read Star Employees Article.
3. Highly Engaged Workplace. Sometimes you find workers just “biding their time” at their job. They don’t feel committed to the work. They stick it out because of the down economy, but don’t feel any loyalty to your company. This article helps you identify the key things that bring your employees fulfillment.
When you find those benefits and work situation that engages your workers, you change them from “waiting to leave,” to “wanting to stay.” It changes the entire workplace environment. Read Engaged Workplace Article.
4. How Men and Women in Leadership Can Help Employees Succeed. When employees are properly trained and feel they are using their skill sets to succeed, they enjoy their jobs more.
Use this article to examine the training opportunities you have in place. Do your workers need tutoring, mentoring, coaching or on-the-job training to feel more valuable? Are your employees confused about expectations and how you define success? This article will help you evaluate your workers better. Read Help Employees Succeed Article.
5. Give Employees What They Need. Sometimes as you evaluate your employee retention issue, you may discover that you have not given your staff the tools they need to succeed.
When workers stand on uncertain ground, they seek the security of another job. With this article you’ll find six tips to strengthen your employees’ commitment to succeed at your job instead of looking elsewhere. Read Keep Employees Motivated Article.
6. Why Did They Leave? How to Retain Workers by Surveying Employees After They Resign. What’s the best way to determine whether your employees are happy or unhappy and why? Ask them! This article explains the importance of surveying current employees and provides examples of questions to include on your survey. Read How to Retain Workers Article.
Joan, as your managers look at these employee retention articles, they will see where they can strengthen the workplace and their management skills. When employees enjoy their job, their manager, their work environment, and their pay you will find your retention problem disappears.
Looking for the solutions to your employee retention issues? Contact Joel for options specifically designed for your situation.
Talkback: What articles have you read lately that could help managers keep their workers satisfied?
Image courtesy of roobcio / Fotolia.com