The speed of change is record-breaking.
Also in Talent Management. As a consequence of Covid-19, many organizations decided to adjust their recruitment practices, to launch a COVID well-being program, to train their leaders on how to guide people from a distance, etcetera.
All of these initiatives are focused on keeping the business going. Giving support to people to maintain productivity and performance at acceptable levels.
What about Talent Management priorities, preparing for the future?
Are we focusing with the same attention, on the follow-up of the development of future leaders?
Are we aware of the retention risk of high performers or the vacancy-risk of critical roles?
In other words, what about the impact on Talent Review & Succession Management initiatives?
Now is the perfect moment
- to observe what leaders do when they don’t know what to do or when they are confronted with a major change.
- to identify which roles really are critical to the business. Which of these roles do add value or bring revenue?
- to get confirmation or not on the potential of a talent. Was he/she the one who came with refreshing ideas, moving the team forward as a natural leader, keeping spirits high, sharing his/her curiosity and eager to discover a new way of collaboration
- to involve high potentials or future leaders in the strategic Covid-taskforce as a learning assignment.
Now is the time to put Talent Review on the business agenda.