1. Grand Rapids, MI SHRM Group
Talent Scorecard™
For Leaders and Organizations
www.thetrugroup.com / Twitter: @trugroupscott / LinkedIn
2. My Background
• Mission: To be a guide for others so they realize the
excellence they were born to achieve.
• Work Experience – Manufacturing / Banking / Healthcare
• People (Executive / Individual / Team Coaching)
• Process (Consulting Around Talent Systems |
Organizational Growth/Strategy | Change)
More? LinkedIn | www.thetrugroup.com
7. initiatives
Talent Management ___________
become necessary when we
stop habits
______ doing some of the ______
Core Belief #2 that enable performance at all
levels of our organization.
Preserve the key habits and you
avoid most initiatives.
9. 21 days – install a new habit
90 % of learning happens outside a class
10,000 hrs to mastery
70 % coming to training with no why?
Perf Eval: 30% past, 30% now, 40% future
11. Key Habits – Your Results
100% <100%
a. Delivered all evaluations on time
b. One-on-one discussions – monthly
c. Received all evals – my team’s staff
d. My team – have development plans
12. Key Habits – Your Results
100% <100%
a. Delivered all evaluations on time 33 % 67 %
b. One-on-one discussions – monthly 56 % 44 %
c. Received all evals – my team’s staff 33 % 67 %
d. My team – have development plans 19 % 82 %
14. MV People/Roles – Your Results
100% <100%
a. List of key people AND
i. Checking in < 1 month
ii. Written Development Plans
b. List of key roles AND
i. Performance/potential chart
ii. List of potential candidates
c. High potentials for promotion
15. MV People/Roles – Your Results
100% <100%
a. List of key people AND 44 % 56 %
i. Checking in < 1 month 33 % 67 %
ii. Written Development Plans 22 % 78 %
b. List of key roles AND 52 % 48 %
i. Performance/potential chart 22 % 78 %
ii. List of potential candidates 15 % 85 %
c. High potentials for promotion 26 % 74 %
16. Team Focus – Your Results
100% <100%
a. Plan for 2011 / Know top priorities 63 % 37 %
b. Monthly review of goals 59 % 41 %
c. Hit our 2010 goals 41 % 59 %
17.
18. Extra Questions – Smoldering Embers
Strongly Agree Neutral Disagree Strongly
agree Disagree
1 2 3 4 5
a. Very satisfied with promotions 2.0
b. Team is leading and resolving 2.4
conflict
c. Confident we will hit our goals 2.0
d. Someone is on my team that 2.7
SHOULD NOT be there
19.
20. Sample: Development Plan
*sample of this and others are on my
website :
www.thetrugroup.com/resources/talent-
management-resources/
21. Next Steps
Questions? Email them and I will blog answer in next 2 weeks
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Before we start lets loosen up a little – we have lots of HR professionals in the room.Everyone has an HR face: You know, how you look when your leader walks in and drops a line like – so I hear there were some shenanigans at the sales outing to Wrigley. Or maybe you just hear the words : We need to talk or You won’t believe this - - - and you put your face on and listen - - but your inside, there is something else going on. . . . And you want to give a totally different reaction. . . . .
Is: Tool for leaders to assess How am I doing? What should be my priorities?Is: Tool for HR business partners to have a yearly conversation?Is Not: More metricsIs Not: ClubIs Not: Meant to be an initiative
Is: Tool for leaders to assess How am I doing? What should be my priorities?Is: Tool for HR business partners to have a yearly conversation?Is Not: More metricsIs Not: ClubIs Not: Meant to be an initiative
Is: Tool for leaders to assess How am I doing? What should be my priorities?Is: Tool for HR business partners to have a yearly conversation?Is Not: More metricsIs Not: ClubIs Not: Meant to be an initiative