Talent Pool Development and Mentor Training Process

create-learning team building and leadership

The talent pool development and mentor training process aligns individual aspirations and competencies with the company’s current and future needs so that the interests of both can be served.

Designed to increase productivity, create trust attracting employment relationships, and to foster conditions where each employee is provided the greatest opportunity for creative expression through the work performed for the company.

 

team building organization development leadership training expert michael cardus

 

What is it?

  • Developing a process to find individuals with the necessary skills, knowledge and competencies (both cognitively and behaviorally) for enhanced growth and improved performance within the organization.
  • Creating a mentoring program, that will work with the individuals that are selected as high potential to ensure their skilled-knowledge development for continued growth of the organization and the individual. Working to ensure the organizations long-term success to flourish into its potential and 5–10 year strategic plan.  
  • Developing a purposeful path for increased work accountability and authority of the employees identified as High Potential will develop an internal culture of continuous improvement. This will happen through succession steps and continued training and development of the High Potential employees.

What are the outcomes?

  • Known skilled-knowledge, level-of-work, and competency metrics for internal benchmarking of current talent;
  • Utilization of this benchmark to identify other employees that may contain the same or similar skilled-knowledge, level-of-work, and competencies;
  • Creation / Enhancement of existing interview processes to identify candidates based upon the determined capacities for the above;
  • Development of a focused internal Mentorship program for the employees identified as High Potential;
  • Training in Mentoring and development of others for the chosen mentors;
  • Training in Coaching for the mentors and the immediate supervisors of the Mentors, and High Potential Staff;
  • Integration of the new systems, with the existing systems for performance appraisals;
  • Increase efficiency of employees and work, through the maximum utilization of all employees;
  • Decrease dependence managers to constantly “put out fires”;
  • Continuous improvement of the team culture;
  • Staying power of the new system, with internal subject matter experts and integration of performance support systems.

How will we measure progress & Success?

  • Co-development of quality checkpoints along the progression of the project;
  • Monthly presentations and / or reports of progress to the Senior Staff including Human Resources;
  • Successful identification of candidates for the Mentoring and development program;
  • Interviews and feedback from Senior Management as to acknowledgement that efficiencies in staff management and employee utilization have increased;
  • Successful identification of employees to serve as mentors;
  • Successful completion of the chosen mentors through a mentor training process;
  • High Potentials fully exercising their training and skills sets in their work. To be affirmed by their direct supervisor;
  • Further metrics will / can be implemented.

What are we going to do?

Phase I

  • Internal benchmarking of existing talents based upon determined potential; skilled-knowledge, complexity-management; value of the work.
  • Using this benchmark to determine based upon above what skills and competencies are needed to be successful in identified future management positions.
  • Work to identify internal staff and possible external staff who have the potential capacity to be successful within the roles identified.

Phase II

  • Identification of Mentors for the High Potential staff;
  • Co-Creation of a focused mentor development path;
  • Training in effective mentorship;
  • Continued coaching of mentors and mentees;
  • Logic based ‘How to think about the tasks at hand’ model and planning development;
  • Real-time team-work and communication with those being trained and their peers;
  • Consulting with Management on reinforcement of the new training and skills needed;
  • Development of Job-Aids for mentors and mentees to reinforce the training and development.

Phase III

  • Integration of Managerial-Coaching to the direct managers of the High Potential employees;
  • Use of rapid PDCA steps for continuous improvement of people and processes;
  • Utilization of ‘Cascade of Planning’ plus ‘Autonomy Context Setting’ at each level of the organization that develops a synchrony of goals and objectives from the CEO to the front lines;
  • Adjustments in performance appraisals to supply real-time feedback for continued progress in the goals and objectives of the high potential staff;
  • Utilization of internal focus groups to identify what is working well and what needs of improvement within the organization;
  • Focused consulting and training for enhancement of what is working and improving upon the areas of need;

Coaching and feedback will be offered on Organization Development areas for enhanced systems and processes internal to the organization and high potential staff.

Mike will serve as a resource coach and team development specialist for the group while they are achieving the determined area of improvement.

*

I am interested what next?

  • Contact us or phone +1.716.629.3678 – arrange a time to discuss and answer a few questions
  • A proposal for the consulting will be sent
  • A follow date is arranged to answer any questions and finalize the details
  • We begin to make your organization, team and managers better!

Team Building & Leadership Create-Learning.com

michael cardus is create-learning

image by dgray_xplane

Link to original post

Leave a Reply