Talent management has once again risen to the top of the priority list for HR and CEOs alike. There are two reasons for this: one is that we still have talent shortages, especially for senior leadership roles so it is crucial to grow our own: the second is that in times of turmoil, it is vital to reduce staff turnover. People leaving merely adds to the turmoil of change and holds back business development.


I advocate a talent management strategy that should be published widely in the organization to clarify expectations, and guide practice. Start by considering these questions, which will inform your strategy.

  1. Does the organization wish to nurture talent, or will the preference be to recruit in for new skills when these are needed?
  2. Will people be expected to self-manage their careers, or will the organization set out career paths?
  3. What happens when people want career development? Must they seek this outside the organization?
  4. How will talent be identified?
  5. In times of restructure, how will people be matched to roles?
  6. How can people find out who in the organization they can collaborate with, or seek ideas from, or exchange of information?
  7. What development and support is available to help people to help them keep up with the changes ahead?


Email us for information on our online learning guide to developing a talent management strategy

The Scala Group combines world-class consultancy & Pinsight™ technology for better leadership hires, talent reviews & impactful leadership development. Click here to find out more

Janice Caplan

17 October 2017


©Copyright Janice Caplan 2017