• Home
• Why?
• Coaching
• Mentoring
• Talent
• Consultants
• About Us

What is Talent Management?

Talent management refers to the process of developing and integrating new employees, developing and keeping current their current people and attracting new high performers to work for your organisation.

Talent management is a process that emerged in the 1990s and continues to be adopted, as more companies come to realize that their employees’ talents and skills drive their business success. These organisations develop plans and processes to track and manage their employee talent, including the following:

• Attracting and recruiting qualified candidates with competitive backgrounds
• Managing and defining competitive salaries
• Training and learning and development opportunities
• Performance management processes
• Retention programmes
• Promotion and transitioning

Talent management can also be referred to as Human Capital Management.

Companies that are engaged in talent management are strategic and deliberate in how they source, attract, select, train, develop, retain, promote, support and move employees through the organisation.

Why is Talent Management so important?

Attracting and retaining the best available people is likely to become even more challenging as the competition for high-performer and high-potential management intensifies. As the business world changes, so newer different, more sophisticated, yet radical, skills and understanding will be needed. The inevitable trend towards globalisation, higher technology and more diffuse organisations structures and information networks is likely to mean a far greater demand for employees with:

• Much more informed and complex entrepreneurial capability
• Expertise in managing multinational and multicultural transactions and relationships
• Skills in transforming and renewing businesses, in order to win in tomorrow’s world
• The skills and mindsets necessary to manage and add value to information and knowledge in so-called “virtual organisations” where networks, rather than formal hierarchies are the primary vehicles for decisions and action
• The wide-ranging capability and integrative thinking increasingly needed to manage and lead companies through the challenging interplay of higher uncertainly, more complex paradox and greater opportunity than before
• Finally, consistent capability in delivering to the increasingly imperative triple bottom line of commercial viability, ecological soundness and social responsibility.

Organisations take different approaches to how they create their talent programmes in order to develop the individuals they need to fulfil these requirements. For some it is focusing exclusively on an elite subgroup of future leaders of the organisation, or at least those capable of progressing through a number of levels. This “exclusive” mode of talent management is characterised by a concentration in “talent pools” of employees who are at the top, or identified as having the potential to get to the top by demonstrating high levels of potential or performance. A more “inclusive” approach recognises that there are various key positions to fill in any organisation as well as a future pipeline of the “appropriate” skills to fill all of these positions, whatever the level.

How can Coach Mentoring support you?

Coach Mentoring Ltd specialises in the development of mentoring and coaching programmes designed to support your talented employees. We seek to:

• Create valid and relevant learning relationships for talented people to help them align with the business, yet grow and fulfil their unique potential as individuals
• Trigger the energy and enthusiasm, along with the directional sense and focused aspiration that a developed personal vision can provide as a necessary basis to motivated career path finding and progression
• Help people to see and do things differently
• Provide a continuous process of helping people to develop themselves.

Talent Management Mentoring

In particular, we have developed a unique model for Talent Management Mentoring, incorporating development mentoring with some key aspects of sponsorship. If your objective is to ensure the optimum deployment of your talent, then you will need a more sophisticated form of mentoring made available to them, incorporating some aspects of championing, networking, improving their contextual knowledge of the organisation and providing them with a guardian or role model. This model may not suit every situation, but please contact us to discuss the design of the most effective programme for your organisation’s talent requirements.

Lis Merrick and Paul Stokes presented their new model of Talent Management Mentoring at the EMCC Conference in Prague, 4th to 6th December 2008.

Talent Management Coaching

Coach Mentoring Ltd has considerable experience in operating coaching programmes to support organisational talent, utilising both internal and external coaches, depending on the organisational requirements. High potential individuals will need to have their potential unlocked, be fast-tracked to retain their engagement and developed in a number of areas, including emotional intelligence, technical skills and the ability to perform beyond their cultural comfort zones. Coaching on a one to one basis is often the quickest way to provide these types of development support. Again please contact us to talk about your approach to talent management and the most effective ways to support your talent pool in their development.