Presentation on theme: "Developing your talent – before your competitors do"— Presentation transcript:
1 Developing your talent – before your competitors do Customer Presentation Framework
2 Suggested framework for customer presentation The following slides are supplied to you as one suggestion of how you might present the idea of Individual Development to your clientsIt is merely a suggested framework to help you and should be supplemented by your own materialItems in [ ] should be selected only if relevant to your customer and supplemented with specific statements relevant to the customer situation.Wherever possible the points in the presentation should always relate directly to issues faced by your customer
3 SHL-Partner How we can help My-Client Ltd to: - [ Identify and develop your best talent ]- [ Develop your leadership pipeline ][ Increase the productivity of your high performers ][ Improve bottom line turnover ][ etc…]
4 My-Client’s Agenda Key Issues Defining My-Client’s Ltd needs How SHL-Partner can helpRecommendationsNext Steps
5 My-Client’s Issues[ Unable to source the talent we need from in-side our company ][ We are concerned we are nor developing the future leaders of our business ][ We cant measure the ROI from our training budgets ][ We need a way to match our development to organisational needs ][ We don’t know what behaviors are key to success for our business ]…………… otherThe more you know about the customer’s issues, the moreeffective you can make the presentation
7 SHL-Partner Brief facts about SHL Partner PedigreeClient listEtc…May want to mention expertise in SHL toolsMay want to cover background on SHL (see next slide)
8 SHL Background World Leader in Talent Assessment Solutions Operating in 40 countries and 30 languagesThe World’s largest portfolio of assessment toolsSHL works with thousands of organisations including 80% of FTSE 100 companiesStrong pedigree of science, research and development
9 We can help you manage your talent With increasingly difficult market conditions – the key to surviving and growing will come down to securing the best talentYour people are your greatest cost but only the right people are your greatest investment & assetHow will you ensure you develop and therefore retain the right talent to make your organisation successful?
10 Why is talent management so important? High Performers generate significantly more than average performers67%49%40%Increased productivity in operational rolesIncreased productivity in management rolesIncreased productivity in sales rolesSource: McKinsey’s War for Talent 2000 survey of 410 corporate officers at 35 large US companies10
11 The SHL-Partner value proposition We recognise that it’s the behaviour of your people that makes a fundamental difference in the execution and achievement of your business strategy.We help organisations like yours to define, measure and realise the critical behaviours that will be necessary to drive your business strategy to success.
12 People’s behaviour drives performance People’s PreferencesResults people achieveHow People behaveHow People behaveTo have an impact on the results achieved – you need to focus on how their people behaveSHL Partner can define which behaviours are key for successAnalyse what is happening in your organisation and what behaviours are in evidenceImplement a development programme focused on changing how people behave
13 Business Benefits for My-client Ltd Increased productivity:Aligning people’s development objectives with the organisation’s vision and missionIntroducing an efficient and effective development processManaging your talent poolReduced costs through:Efficiencies in better use of time and resourcesStreamlining the development management effortFocusing development effort by reducing non added value tasksTraining budget focused and aligned directly to organisations objectivesIncreased productivity and reduced costs delivering additional profitability
14 Value to My-Client LtdHighly motivated employees ready to develop their behavioural skillsBehavioural skills carefully selected to meet strategic objectives of organisationEach employee following a quality Personal Development PlanSignificant and measurable performance improvementsAccurate diagnosis of what drives performance
15 More Focused and engaged employees Value to your people“I know how I’m doing”Clear, unambiguous feedback“I can get help to improve my skills”Ready access to development advice“My meetings with my manager are helpful“System supports constructive dialogue“I’m given every opportunity to succeed”Find out early if there are any problems to address“The tools I’m given are engaging and up-to-date”Content easy to refreshMore Focused and engaged employees
16 How will SHL-Partner work with you to achieve this?
17 Stage 1 – Define the issues Define the development objectives, for example:Changing managerial styleDevelop Leadership skillsDefine the competencies / behaviours that will directly deliver the objectives
18 Match the behaviours to the individual Identify which of the behaviours are required by an individual to perform their work wellIts important to focus only on those behaviours that really add value. Just by asking about the behaviours it raises their profile.Competency cards can be a real in matching behaviours:For example if using the UCF:<REVEAL 1>The SHL Great 8 Factors – useful to start shaping discussionsLinks to 20 Competency Dimensions <REVEAL 2> – the most useable number of competencies that we’ve integrated into standard OPQ reports, 360 systems interview guides etc etcFinally a detailed 112 component level <REVEAL 3> that can be used, for example, to map your framework to the UCF.
20 Stage 3 Realising the benefits Facilitate, share and support the resultsProduce clear business orientated development plansFollow up, give recognition and support implementationOnce the assessment is completed and the report generated the key stage begins….
21 Measure improvement over time Demonstrate real Return on InvestmentRepeat 360 feedbackProve that development activities have delivered behaviour change.Show individuals are adopting the behaviours that will create culture change
22 Bottom line improvement “ Companies with year round 360o Development systems significantly out performed competitors lacking such systems in financial measures such as return on equity, stockholder return, sales growth and cash flow”Boston Consulting Group & Hewitt Associates
24 Coca-Cola Situation Approach Outcome Coca Cola was forced to look outside company for marketing talentNeeded to identify and grow talent from within companyApproachDefine set of competencies based on strongest marketing performersDevelopment centres, 360 & OPQ used to identify key strengths of peopleDevelopment plans created to enable personnel to work towards career goalsOutcomeProcess now officially part of how Coca Coal develop their peopleHelps identify the best resources in which to invest to ensure future talent pool for Coca Cola
25 Danone Situation Approach Outcome Lack of internal leadership candidatesHomegrown talent not being developedExternal candidates filling vacanciesApproachBespoke competency frameworkOnline assessment of skills and behaviorsFeedback delivered by consultantsOutcome80% of General Manager roles are now filled by internal candidatesRetention levels upEmployee satisfaction levels upFocus and integration improved
26 Moved to a more consultative approach AnsbacherSituationNeeded to develop its senior manager’s competenciesApproachA 360 bespoke questionnaire based on the key competenciesThe managers received personal feedback from their coachesOutcomeThe managers;Moved to a more consultative approachBecame more sensitive to other’s viewsGained an appreciation of their own strengths and development needsThe organisation achieved;Improved internal communicationIncreased productivity as measured in appraisals
27 BIG Lottery Fund Situation Approach Outcome BIG needed to develop management capabilityApproachDefine competency structure360 feedbackDevelopment workshops with Senior ManagementOutcomeCompetency framework provided all employees with structure to define their growth and developmentHalf way through project – positive change already evident
28 Advantages of to My-Client Develop and retain top performersSignificant and measurable performance improvementsReduce staff turnoverIncrease productivity of top performersProvide your managers & HR with a powerful new talent management toolHighlight key issues quicklyMaximise corporate resources
29 Next StepsSHL Partner to present trial proposal…..