At a time when most organizations are straddling the line between recession and recovery, talent strategy is as important as ever. Much has been written in the last two years about how organizations should leverage succession planning to ensure successful emergence from these challenging economic times.
Ever wish you could clone your best and brightest? Until we figure out those messy scientific, legal and ethical issues, it’s probably best to use human capital intelligence instead.
- Is the 9 box chart in your company just a basic tool like the utility knife to help identify high potentials? or
- Is the 9 box chart a power saw that helps your company cut through subjectivity and drive the development of future leaders?
Development planning is a powerful talent management tool that is a critical part of both Performance Management and Succession Planning. Development goals can be focused on enhancing skills and competencies related to one's current role, leveraging strengths, and/or developing new capabilities for future roles. An Indvidual Development Plan (IDP) can include any or all of the following types of development goals.
"Do Better" Goals - Do Better goals target skills and competencies that need to be improved to improve in one's current role. Example Do Better goals include:
- Become more effective at managing time
- Improve public speaking skills