Talent Management

A company is only as strong as the quality of talent it keeps.

A truly effective talent strategy has the inherent power to drive a company’s business performance. Yet, in many organizations, the talent strategy is only the sum of disconnected parts, diverse initiatives and programs that do not serve as a solid foundation for enabling the business strategy.

We have significant experience with CEO succession, organization design, executive coaching and leadership development efforts. As strategic HR consultants, with an emphasis on aligning integrated talent management processes, we serve as a trusted advisor to HR leaders and business executives on enabling business growth.

Talent Strategy Needs Assessment

A sustainable talent pipeline is core to sustain your company’s business growth strategy. We are often asked to partner with a company to design a talent roadmap to enable business growth. We start with a talent audit, which includes:

1. Evaluating organizational strategy and structure
2. Interviewing to obtain client feedback,
3. Assessing current programs and talent processes,
4. Benchmarking with other organizations
5. Identifying gaps
6. Developing a talent playbook or roadmap for the future

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Strategy and Organizational Design

Whether it is through organic growth or growth through acquisition, the company’s talent plan can aid or inhibit the business strategy.

In our view, the strategic direction of an organization must be aligned with it’s direction, processes, organizational structure, and people strategies.

Often organizations elect to reorganize a team or department first. Yet organization design at it’s best is an enabler of strategy and well-defined work processes. Working with clients on their strategic and operational business plans and converting them into practical work force strategies is core to our approach.

inTalent’s consultants are experts who bring years of “internal” business and organizational performance management experience across a wide variety of industries to each business challenge they encounter.

We work with clients to lead, implement, measure and communicate strategic, operational and human capital initiatives and processes in complex organizations.

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Performance Management

Working with human resource leaders, we are often engaged to revamp or build a performance management process that ensures alignment between company objectives, leader objectives and the performance of each individual employee.

Having a clear line of site from the CEO’s objectives to each person’s work efforts is key to an effective performance process. An effective performance management process is simple, scalable and sustainable; it will link organizational priorities with individual work objectives, and will also highlight talent that has potential to take on greater roles in the organization.

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Succession and Talent Planning

As leaders face the problem of too few “ready now” leaders, companies are beginning to shift the focus on traditional succession planning to effective talent planning.

Talent planning and review builds organization muscle, so there is strength in the system. As a result, bench strength is identified. Once identified, organizations can leverage slates of internal candidates for staffing critical roles. Core leadership competencies create a shared language, which serve as the link between talent planning and the corporation's long-term goals staffing needs.

Yesterday’s succession planning approach won’t solve the talent shortage businesses face tomorrow. Better harnessing this strategic lever for both staffing and retention, talent review is a core foundation element to be better leveraged in most organizations’ human capital strategies.

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Executive Coaching

Our coaches have years of experience partnering with executives to enhance their personal and professional impact. We help people transform from manager to leader and from mentee to mentor.

Great leaders recognize the importance of ongoing self-development and continuous improvement. The first step is determining where development is needed.

The executive coaching process begins by conducting an executive assessment and collecting feedback from those around you. Once our consultants have a diagnostic of strengths, potential gaps, and areas for development, we can map a plan for desired outcomes.

Our team of professionals provides a powerfully rich learning environment and help focus corporate and individual energies to obtain a clear vision of what is needed to achieve their goals. inTalent consultants offer coaching programs utilizing a variety of diagnostic tools to assess, develop and promote sustained behavior change.

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Individual, Team and Leader Development

inTalent Consulting Group leverages a wide variety of development tools to support leader growth and development. From development centers to leader surveys, we are committed to accelerating leadership capability.

We believe leadership is critical, and that talent development is a critical component of the corporate foundation, not a department within human resources.

360 Feedback
Habit is habit and not to be flung out of the window by any man, but coaxed downstairs a step at a time.

- Mark Twain, US humorist, novelist, short story author & wit (1835-1910)

The single most effective way to grow leadership capability is to first identify where skills and areas for development.

A 360 leadership feedback survey is a tool that allows leaders to receive feedback from a full “circle” or 360 views around them, by asking direct reports, peers and bosses to share their perspective of leadership strengths and areas for improvement.

At the end of the process, leaders receive a personalized, in-depth feedback report and next steps. From here, you can leverage one of inTalent’s extraordinary coaches to review the 360 results as a starting point for insightful and practical feedback sessions.

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Team Facilitation and Strategic Planning Sessions

inTalent’s consultants are often called upon to facilitate a team off site and strategic planning sessions. In partnership with the leader, we work to clarify your meeting objectives, develop a design and flow for the session, craft an agenda, facilitate the team off site and prepare post-meeting notes for the group.

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Assimilation and On-boarding

Human Resources can play a critical role in helping new leaders assume their new responsibilities by giving them the right support at the right time. In order to jump start a new leader’s assimilation, we recommend new leader assimilation session to quickly accelerate the teamwork, communication, and shared expectations between a new leader and his/her team.

For executives, we offer a 120 new leader assimilation transition process. As part of this program, inTalent consultants conduct informal interviews with the new team and peers to define a road map for new role and cultural acceptance.

With a focused approach to on-boarding and assimilation, leaders require shorter start-up time and build trust among their constituencies quicker than those thrown into the new role without formal preparation.

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Individual Development Planning

inTalent consultants help organizations drive best-in-class development by putting simple, easy-to-use tools in the hands of employees.

Whether it is creating curriculum to drive employee development, or self-directed activities, we prepare managers to enable employee development, and employees to drive their own career acceleration.

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