1. TALENTBUILDER® Version 2.1 MasteryWorks 2011 Slide 1 ® Building a Talent Mindset: Group Activity Groups in the session were asked to Select the management practice that would be MOST beneficial to organizations today, and share the impact of themes Share which management practices would have the most impact in the next 36 months Share the themes that resonate for the organizations you support as HR professionals

2. TALENTBUILDER® Version 2.1 MasteryWorks 2011 Slide 2 ® The Results From the perspective of the HR professional today, managers should: Appreciate uniqueness 1. Talk about unique talents and behavioral strengths/personality, and how employees can make contributions to the organization. 2. Learn if employees are motivated by (or have a preference for) working with people, data, ideas or things Assess capability 1. Provide individuals with specific feedback on day-to-day performance 2. Recognize and reward employees for their contributions to the organization in the presence of customers, colleagues and leaders 3. Discuss with employees how their current performance affects their reputation and career goals 4. Build a positive reputation for your employees with managers, leaders, and customers by citing specific accomplishments and contributions made by your employees 5. Foster discussions with team members on their strengths and development needs as team players

3. TALENTBUILDER® Version 2.1 MasteryWorks 2011 Slide 3 ® Actions of A+ Managers From the perspective of the HR professional today, managers should (continued): Anticipate the future 1. Talk in-depth about future competency requirements, based on trends in the industry and in the profession 2. Talk clearly about changes in the organization that will require new learning 3. Explain formal and informal factors that determine career successes in the organization 4. Provide an overview of the types of career opportunities available in the organization, based on changing organizational needs Align Aspirations 1. Show employees how their work helps achieve the organization’s long-term strategies 2. Help employees develop multiple career goals – lateral, enrichment, exploratory, vertical, etc. 3. Help individuals link their career goals to the organization’s strategic aims 4. Discuss with employees how their goals fit the organization’s needs 5. Discuss long-term aspirations as well as short term goals with employees

4. TALENTBUILDER® Version 2.1 MasteryWorks 2011 Slide 4 ® Actions of A+ Managers From the perspective of the HR professional today, managers should (continued ): Accelerate Learning 1. Enable employees to have a variety of learning experiences (e.g., courses, conferences, long-distance learning, mentor relationships and temporary assignments) 2. Coach employees in developing detailed learning plans based on their career goals 3. Review employees’ progress and make recommendations on their development plans

5. TALENTBUILDER® Version 2.1 MasteryWorks 2011 Slide 5 ® Actions of A+ Managers From the strategic perspective of the HR professional looking ahead at the next 36 months, managers should: Appreciate uniqueness 1. Talk about unique talents and behavioral strengths/personality, and how employees can make contributions to the organization. 2. Discuss employees’ prior work experiences to identify all their skills and competencies 3. Listen to employees’ concerns about the progress or direction of their careers Assess capability 1. Build a positive reputation for your employees with managers, leaders, and customers by citing specific accomplishments and contributions made by your employees 2. Help employees widen and strengthen their industry, organizational, and professional support networks 3. Foster discussions with team members on their strengths and development needs as team players

6. TALENTBUILDER® Version 2.1 MasteryWorks 2011 Slide 6 ® Actions of A+ Managers From the strategic perspective of the HR professional looking ahead at the next 36 months, managers should (continued): Anticipate the future 1. Talk in-depth about future competency requirements, based on trends in the industry and in the profession 2. Explore how to take advantage of the organization’s mission and competitive advantage Align Aspirations 1. Show employees how their work helps achieve the organization’s long-term strategies 2. Make sure that employees are working on long-term goals that enhance future mastery in their profession 3. Help employees develop multiple career goals – lateral, enrichment, exploratory, vertical, etc.

7. TALENTBUILDER® Version 2.1 MasteryWorks 2011 Slide 7 ® Actions of A+ Managers From the strategic perspective of the HR professional looking ahead at the next 36 months, managers should (continued): Accelerate Learning 1. Foster networking by bringing people into the department and helping them connect with others in the industry, organization and related professions 2. Coach employees in developing detailed learning plans based on their career goals 3. Provide on-the-job work experiences to help employees develop new competencies

8. TALENTBUILDER® Version 2.1 MasteryWorks 2011 Slide 8 ® Key Themes and Ideas Employees should start with aligning their aspiration (They can know where to go… and can continue the “flow”) Focus on the “fit” to help retain employees Employees should be encouraged to have multiple career goals (especially the “keep” employees – i.e., the employees the company wants to keep) All of these management practices are about: Setting expectations Giving effective feedback Building relationships