Why Talent Management Fails to Meet Corporate Strategic Objectives

Talent Management is key to success of the Corporate Strategy because it involves every department and individual.

Talent Management includes, but is not limited to, leadership management plan, succession planning, training, coaching, internal promotion or recruitment. Each of these initiatives is a project.

However, based on my two decades’ experience in Executive Consulting, these projects too often are passed over to internal talent managers only, while they involve other internal and/or external company stakeholders; C-Suite included.

In these circumstances, neither are talent managers to be blamed if the objectives are not met, nor is C-Suite to be rewarded if it is a success; it just happened by accident or by chance.

Strategic Vision implementation throughout the organization is closely linked to stakeholders’ engagement, at all corporate levels.

When C-Suite identifies and approves a Talent Management need; its scope, budget, and time are rarely adequately stated.

It is difficult then to know where you are, at any time, in the progression of a poorly defined project; which can lead to an unforeseen highly damageable failure.

So far, Talent Management is not often exposed at key metrics’ usage or R.O.I. to measure its actions.

To tackle the risks attached to missing the objectives; Project Management offers adequate responses.

A Project Charter is of a great help to start and to involve all stakeholders, it includes e.g.:

• Project Purpose: Project justification and objectives. Values added to the organization. Alignment with the corporate strategy.

• Hypotheses: List, description and validation of all assumptions attached to this project; in order to stay on schedule and within budget.

• Scope: Establish the boundaries of the project and define the deliverable and related success criteria.

• Milestones: Put a date and list the major milestones and deliverable.

• Impact: Describe the potential impact that the project may have on the current situation.

• Assigned Roles and Responsibilities: List the team members, their names and their responsibilities.

• Resources: Funding, personnel and other resources.

• Risks: Identify major risks and how to address these.

• Metrics: Success measurements metrics and targets to be reached.

Answering to each of the above mentioned points may not be easy, but it definitely will help your Talent Management project to Meet Corporate Strategic Objectives.

(Photo:Google images)