1. Managing and Developing Talent ‘Every small thing we do habitually is an expression of who we are’

2. Blue Sky Performance Improvement Overview What does Talent Management mean to you in your Organisation? The difference between Talent management and Succession planning Ensuring your Organisation structure fit for purpose Performance versus potential Its all about mind set and behaviours Retaining and developing your Talent Questions 2.

3. Talent Management Definition: Wikipedia defines talent management as; ”The process of developing and fostering new workers through on-boarding, developing and keeping current workers and attracting highly skilled workers at other companies to come to work for your company”. What is Talent Management

4. Blue Sky Performance Improvement Money Development prospects Responsibility with Authority Positive work-life balance attitude Promotion prospects Business philosophy Employee value Apprenticeship programmes Valued product Company is valued by the community Good publicity Word of mouth Excellent Health and Safety record Security Attracting Talent

5. Blue Sky Performance Improvement Revenue Customer Satisfaction Quality Productivity Cost Cycle time Market capitalisation Retention New Employee Performance Knowledge Skills Experience Attributes Potential

6. Blue Sky Performance Improvement Your Organisation structure 6 RIGHT ORGANISATION (goals, strategy, structure, culture) RIGHT JOB (accountabilities, complexity, competency requirements, reward) RIGHT PERSON (values & commitment, current & potential capability) The aim is to achieve now and in the future

7. Blue Sky Performance Improvement Managing the Present Planning for the Future Shaping the Future Front Line & Clerical Staff First Line Managers & Specialists Unit & Departmental Heads Divisional & Functional Heads CEOs of National Organisations CEOs of International Organisations CEOs of Global Enterprises 5 6 4 3 2 1 7 THEME Shaping Context Screening the Environment Directing Strategy Developing Strategy Co-ordinating Exercising Judgement Following Routines LEVEL OF WORK PRIMARY FOCUS TYPICAL ROLES Talent to do what?

8. Blue Sky Performance Improvement Resource Complexity (HOW) Problem- solving (HOW) Core Accountabilities (WHAT) External Interaction (WITH WHOM) Change (HOW) Internal Collaboration (WITH WHOM) Time Frame (BY WHEN) Role complexity mind set and behaviours At each level of work, there will tend to be consistency across the seven dimensions. Performance versus potential

9. Blue Sky Performance Improvement Defining high potential behaviours Value GroupThere’s always room for improvement CORE Behaviour Heading Discovers Change Definition Embraces and implements new ways of thinking and working for continuous improvement Level 1 Supports change Level 2 Acts to bring about change Level 3 Creates the right environment for change Level 4 Defines and champions change  Positive about and recognises the benefits of change  Sees change as vital for continuous improvement  Demonstrates a willingness to try new ways/ do things differently  Offers constructive views and ideas for improvement  Continues to achieve objectives set in a climate of change  Keeps up to date with changes and relates them to the wider business  Looks for creative ways to work in a new way to increase efficiency and generate value  Explores and challenges existing processes  Remains positive and constructive when faced with change even if there is ambiguity  Remains effective during periods of change, even if tasks, responsibilities priorities or objectives change significantly  Positively accepts change and clearly explains to others how “ it’s for the best“  Creates an environment that challenges others to think about things differently  Insists on an atmosphere where it is safe to speak up and stimulates others to be innovative in bringing forward new ideas  Goes first in heading the way to improve existing systems and creating new ones  Energetic about getting fresh thinking from others  Respects and effectively manages differing emotional reactions to change, offering support and practical guidance  Provides necessary impetus and direction to involve others in getting the change underway  Challenges the ‘status quo’ constantly re- evaluating and anticipating what will be needed in the future  Assumes responsibility for managing change  Anticipates how change will affect others and maps out steps to build commitment to the change  Is able to forecast changes in the market place and looks for opportunities in the trends  Provides a clear sense of direction in times of uncertainty. Sets a clear vision and creates measures for the change  Develops a culture where change is welcomed and encouraged  Experiments and takes appropriate risks to support change and foster a culture where others willingly follow a vision for the business  Acts as a role model for change through behaviour and attitudes and by investing significant personal effort in implementation Less Effective Behaviours X Prefers to stay in comfort zone or avoids trying new methods X Leaves new ideas to others X Waits for others to take the initiative X Questions new ideas and the need for them X Hangs on to the past or tried and tested X Creates change for change sake without considering business impact Building trust to drive engagement - Elke Edwards9.

10. Blue Sky Performance Improvement Complexity of the Work Capability of the person TWO SIDES OF THE SAME COIN

11. Blue Sky Performance Improvement Potential vs Performance High Potential for future leadership Need to raise performance Low Performance Low Potential High cost to business Maybe in wrong job now – need switching

12. Blue Sky Performance Improvement There are ten components that typically compose the talent management process: Workforce planning, Workforce acquisition, On Boarding Performance management, Career development, Succession planning, Competency management, Learning management and Compensation management Critical skills – Gap analysis Retaining and Developing your Talent

13. Blue Sky Performance Improvement Capita – Realising Potential Slides 13. Developing your Talent

14. Blue Sky Performance Improvement Capita – Realising Potential Slides14. Unlock Potential Coaching Spectrum