Departure Lounge

We can help you to define the key attributes you should be looking for in your talent, in terms of aspiration, ability and engagement, and to put into place a systematic, rather than sporadic and anecdotal, process for their identification.

Stage 1: Discover

Discover

Find your emerging talent, engage and start a two-way conversation.

Discover what talent you already have in your business, carry out an audit and define capability and competency in your existing people and where they are headed. This stage is about benchmarking what you have, discovering how engaged and motivated your employees are, where there are gaps and how you could plug these, either by resourcing externally or retraining or making better use of existing resources.

Tools and initiatives could include:

  • Employee surveys
  • Assessments
  • Benchmarking
  • Diagnostics
  • Setting performance metrics
  • Skills gap analyses
  • High performance teams analyses
  • High performance workplace analyses
  • Talent audit
  • Self driven performance reviews

You will understand the talent pool in your business and ensure your resource will be the best it can be. You will also be discovering roles which you need for the future and up skilling individuals in these roles. Finding the raw talent and then training and developing to the role.

Stage 2: Explore

Where’s your business going?

What are the business goals?

How is this reflected in your talent and people strategy?

Where are you in your business cycle? Have you got the right resources to take the business /department on to the next stage of its development? Explore helps you to create the optimum environment for your talent to perform.

Tools and initiatives could include :

  • Engagement, retention or retraining of talent
  • Termination or release (with a plan) of those no longer driving the business forward
  • Implementation of personal development plans
  • Embedding workplace culture analyses and behaviour
  • Management/leadership style
  • Teambuilding initiatives
  • Engagement initiatives
Explore

Stage 3: Preparation & Provisioning

Preparation & Provisioning

Equip your talent to become brand ambassadors.

Your talent represents your business to the outside world. This stage equips it to develop personal and professional presentation and networking skills, positioning your business and its people as authoritative, engaging, responsive and likeable.

Tools and initiatives could include:

  • Social Media School – articulating a personal and professional brand
  • Leveraging personal development planning
  • Identifying and filling skills and credibility gaps
  • Learning and development planning
  • Social media and business networking
  • LinkedIn showcase masterclasses

Stage 4: The Journey

Measure the impact of your talent management process on business performance.

Mapping new data against the information gleaned from stage 1. Discover – this stage gives you quantifiable feedback on the impact of your investment in talent management on your bottom line.

Tools and initiatives could include:

  • Overall business performance reviews
  • Churn level reviews
  • Remuneration analyses
  • Glassdoor, IIP etc.
  • Analytics / metrics
  • KPI benchmarking
  • Monitoring
  • Return on investment
The Journey