One Page Talent Management and the 4 + 2 Model of Talent Manager Excellences
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Transcript of One Page Talent Management and the 4 + 2 Model of Talent Manager Excellences
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Growing Better Talent Faster
One Page Talent Management
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Today
● A Simple Approach to Managing Talent● Managing Aflac’s Talent Production
Line● Becoming a Great Talent Manager
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3
Let’s start with
storya short
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“there’s an increasing tension between
company needs and HR's ability to deliver”
“HR executives face a credibility gap when it
comes to executing basic HR duties”
Executives aren’t happy
with their company’s
talent
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#1 Priority of CEOs
“Developing leadership and talent pipeline”
Lowest HR Capability“Managing Talent”
Source: Deloitte & BCG
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We have more power than we realize
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We have compelling science
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We know that talent
practices work if they’re
implemented
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We have leaders who would appreciate a helping hand
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So what’s not working?
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So what if we . . .
Start with the Science
What’s proven to
achieve our goal?
1Eliminate
Complexity, Add Value
What will make this incredibly
easy to use?
2Create
Accountability &
Transparency
Why will managers
use it?
3
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Only execution delivers
value
A fewthingsmatter most
HR is academically correct but practically deficient
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You’ll find the solution
here
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The Talent Production Line
Specifications
Spe
cific
atio
n t
o pr
odu
ce
lead
ers
at m
y co
mp
any
201
3
5’8”
5’11”
Raw Materials DistributionProduction Process
We can manufacture talent the same way
we manufacture anything else
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Get the Specs Right
Do you know what “great” looks like?
Are you focusing on the few, most differentiating capabilities?
Specifications
Spe
cific
atio
n t
o pr
odu
ce
lead
ers
at m
y co
mp
any
201
3
5’8”
5’11”
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Assess your raw materials
Do you understand what raw material is
available?
Is is possible to transform the raw
material into finished product?
Raw Materials
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Manufacture your product
Can your process actually manufacture
this product?
Do you have the right machinery?
How will you keep the production line
moving?
Production Process
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Distribute it
How will you get this product to where it’s
needed?
Distribution
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SpecificationsS
peci
ficat
ion
to
prod
uce
le
ader
s at
my
com
pan
y
201
3
5’8”
5’11”
Raw Materials DistributionProduction Process
An example . . .
• Potential to become sales leader
• Consistent earnings every campaign
• Positive attitude/personality
• Sales leader evaluation
• Actual sales• Expressed interest
in sales leadership
• Sales leader trains• Beauty training• New product training• Recruiting training
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Your Metric
It’s easy. Is anyone buying your product?
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Questions? Comments?
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Improving our Capabilities
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“What enables talent management practices to work?”
Executive team support1
Manager accountability for completing the process
2
CEO support3
Design or process/program
4
NTMN 2011 State of Talent Management survey
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The 4 + 2 Model of Talent Management success
Know BusinessLove Business
Business JunkieThe Core Four
Business Junkie
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The 4 + 2 Model of Talent Management success
Solid HR capabilities in each key discipline
Business JunkieThe Core Four
Business Junkie
HR Disciple
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The 4 + 2 Model of Talent Management success
Not a craftsmanPlant manager at the
talent factory
Business JunkieThe Core Four
Business Junkie
HR Disciple
Production Manager
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The 4 + 2 Model of Talent Management success
Precise knowledge of the talent in your
charge
Business JunkieThe Core Four
Business Junkie
HR Disciple
Production Manager
Talent Authority
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The 4 + 2 Model of Talent Management success
Business Junkie
The Differentiating TwoBusiness JunkieThe Core FourTrusted Executive
Advisor
• Professionally Credible
• Forms Strong Executive Relationships
Courageous Advocate
• Has a Theory of the Case
• Is Appropriately Aggressive
Business Junkie
HR Disciple
Production Manager
Talent Authority
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● What questions do you have about the model?
● Identify the one area that you’d like to improve
● Engage in feedforward (15 minutes, as many suggestions as you can get)
Exercise
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Winning this race requires:• Simplicity, Accountability and
Transparency• Managing Your Talent Production Line• Being A Great Talent Manager