Talent Reviews. At the core of talent mastery are regular and rigorous talent review sessions. Again, companies like GE, Proctor and Gamble and Unilever use some form of this system. The focus will be on GE’s sessions. They should include the CEO, the HR leader, and the local unit leader at a minimum. Such meetings should take place on site (not at HQ) and be conducted before the budget is set. The discussion should include: Business Leadership (priorities, org charts, succession plans); Leadership Pipeline (lists of leadership newbies to execs, overall ratings and historical data, nominations for executive training); Growth and Culture (discuss employee feedback and social audits, plans to grow business and talent, and what the drive to priorities looks like).
Sunday, March 13, 2011
The Talent Masters: Post #8 Key Findings
Talent Reviews. At the core of talent mastery are regular and rigorous talent review sessions. Again, companies like GE, Proctor and Gamble and Unilever use some form of this system. The focus will be on GE’s sessions. They should include the CEO, the HR leader, and the local unit leader at a minimum. Such meetings should take place on site (not at HQ) and be conducted before the budget is set. The discussion should include: Business Leadership (priorities, org charts, succession plans); Leadership Pipeline (lists of leadership newbies to execs, overall ratings and historical data, nominations for executive training); Growth and Culture (discuss employee feedback and social audits, plans to grow business and talent, and what the drive to priorities looks like).
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