Article: Leading for Performance: New Talent Strategy

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Leading for Performance: New Talent Strategy

 

Mid-Size Software Company: A case of developing senior level talent to support the execution of an aggressive business strategy
Leading for Performance: New Talent Strategy
 

The program was built around a strategic, business-relevant action learning process, and included individual and team consultations

 

Client Industry

Mid-Size Software Company

Situation

This global provider of contact center, unified communications, and business process automation software was growing 20-25% per year, on track to double revenue in 5 years. These aggressive growth results were threatened by the emergence of a Cloud business model and the implications it would have for their business and talent strategies. With this fast growth they recognized a need to quickly develop senior level talent to support the execution of their aggressive business strategy.

Workforce Solution

Consultants from Right Management worked with the client Senior Leadership Team to finalize a “Three Horizon” chart for Business and Talent Strategies, as well as finalizing plans to migrate talent to support their new strategies. Subsequently, Right Management delivered a customized Advanced Leadership program to High Potential direct reports to the C-suite. It was important to senior leadership that the program was closely aligned with the organization’s strategic goals. Prior to launch, Right Management and the organization had worked closely together to identify:

· critical competencies necessary for successful execution of their strategic goals, including: thinking & operating globally

· cross-functional communication

· change leadership

· strategic thinking

· talent development

The program was built around a strategic, business-relevant action learning process, and included individual and team consultations throughout the course of 6 months.

Results 

The program received rave reviews from the participants and the Executive Leadership Team, who were able to engage in more strategic dialogue about business direction as well as global execution of their goals.  Functions that were historically very “siloed” now engaged in conversations to support efficient teaming, resulting in increased collaboration between executives involved in sales, R&D, delivery and customer satisfaction.  A new focus on talent acquisition, talent assessment, talent development, and talent retention is allowing the company to continue to pursue highly ambitious growth goals and sustain the organization’s competitive advantage.  

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Topics: #HiPoWeek, Strategic HR

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