How Talent Management Produces Effective Leadership

Kathryn Dawson
February 14, 2011 — 2,990 views  
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There are currently a number of theories dating back and developed from Plato, Aristotle, Confucius, Gandhi, Marx and Freud, that influence our current understanding of leadership but not one of these can accurately describe a true leader as there are a variety of approaches that affect our perception of a leader is entirely dependent upon situation.

Given that our take on leadership is situation based, we begin to identify that there is an individual approach that can adapt to the needs of various companies as they develop a future leader through a talent management cycle.

The first phase in talent management or in other companies, also known as succession planning defined as a strategic method to attract, retain and develop highly skilled individuals to serve your company is leadership consultancy. It is basically the process of identifying characteristics, traits and qualities or the exact criteria for the attributes that should make up your desired leader. This allows for creating the ideal model or framework for leadership that is aligned with your company goal, vision and mission.

The second phase is leadership audit where in the goal is to amass collective data about the existing effectiveness of your current leaders to gain insight on how they have had impact on your company, as well as identifying areas for improvement. This is used to measure effectiveness, performance, alignment, capability and value for money to be used as a comparative study against studies from other companies giving you a clearer insight in how you can improve the structure of you current leadership model.

The next phase is leadership assessments and benchmarking where the aim is to focus on capabilities of an individual, measuring the ability to lead with the help of their amassed knowledge, background experience, learned management skills and high performance behaviors, and on preferences of an individual where personal characteristics, traits, values and motivations influence their methodology on leadership. This again is collective data across you organization to be comparatively analyzed against successful organizations to help boost the success of your company taking it to the next level.

The next phase in leadership training and development is the use of assessment and development centers based on a theoretical model in helping your leaders through learning and accreditation. Based on solid research it aims to tackle the complex relationship between behaviors and performance such as negative effects of behavior and differentiation between behaviors and its impact on your organization. These also include but are not limited to, workshops and courses on leadership skills, development toolkits, coaching and development toolkits, top team development and leadership coaching focusing on skill development coaching, transitional coaching, career coaching, executive coaching and performance coaching. Participants are usually asked to spend time going through this training until they have received their accreditation. This of course maybe costly but is a necessary investment if you are serious about influencing a great change within your company.

The last phase is the most crucial to a future leader and given the utmost importance by a talent managementteam, performance management, because affecting change does not come naturally to some and usually involves a greater emotional aspect than an intellectual one. A leader's efficiency is based on his ability to influence favorable outcome which is always going to be dependent on the performance of his department. The only way effective leadership is measured is through seeing his performance, the results. There are two organic key factors that can immensely influence performance, motivation and environment. Motivation is essential in driving results because it is an innate drive to improve one's self. It is vital that the leader knows his employees on a personal so he can create an approach tailor fit for every individual personality so he can better gear them towards a goal. There are different forces that drive motivation in every person and it is a leader's responsibility to use that as a tool for improvement. In the same way, it helps define the preferences in their working environment. An employee who feels comfortable with his office environment does not need coaxing to do better. He enjoys his job and the company of his co-workers as well. As a result there will be need for minimal supervision in driving results once positive reinforcement has been implemented. Prepare your future leaders today.


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Kathryn Dawson