1. Individual and Team Development Forum
Presented by Psylutions
May 2010
© Copyright 2010 Psylutions Pty Ltd. Commercial in Confidence.

2. Format and Objectives
Welcome to the Psylutions Individual and Team Development Forum.
Opportunity to learn about Talent Development in the post GFC world, hear case studies from an expert panel on talent development.
Specifically, what is talent development? why use talent development strategies? how to develop talent?
Ask questions, share information and learning's.
Show bags – with information on Psylutions and our panel partners in the Talent Development space.
Door prizes
May 2010
© Copyright 2010 Psylutions Pty Ltd. Commercial in Confidence.

3. What is Talent Development?
Involves the selection, development and engagement of employees to further identify and foster potential.
Talent development is the process of changing an organisation, its employees and its stakeholders, using planned and unplanned learning, in order to achieve and maintain a competitive advantage for the organisation.
Talent development is often reserved for top management, however it is becoming increasingly clear that career development is necessary for the retention of any employee, regardless of level. Research has shown that some type of development is necessary for job satisfaction and hence job retention.
May 2010
© Copyright 2010 Psylutions Pty Ltd. Commercial in Confidence.

4. Talent Development in the Current Climate
During the GFC:
Deficiencies were revealed in employees’ and leaders’ change resilience, ability to deal with ambiguity, and decision making processes.
For many businesses, forward planning decreased and focus shifted to the next few months only.
Organisations reduced full time employment, reduced the hours employees worked, increased use of casual labour, and increased general uncertainty in the workforce about continuing employment.
The workforce flexibility dynamic shifted from an ‘employee’ focus to a ‘business’ focus .
May 2010
© Copyright 2010 Psylutions Pty Ltd. Commercial in Confidence.

5. Key Learnings from Impact of GFC
Invest now to gain long term benefit from workforce and leadership capability development, as this investment requires significant lead time.
Up skill across all levels, succession plan and identify talent.
Harness strong leadership competencies as these are critical during times of instability. Focus on the ability to exercise emotional intelligence, resilience, adaptability and flexibility, whilst operating in an ambiguous context.
Improve retention of talent, through proactive on-boarding processes which ensure talent becomes entrenched. Then continue to invest in talent through consistent development opportunities.
May 2010
© Copyright 2010 Psylutions Pty Ltd. Commercial in Confidence.

6. The world is short of top talent
The world is short of top talent. Attracting and retaining top talent is not just a question of money/salary. Research shows the importance of personal and professional development to successfully retain and grow talent.
© Copyright 2010 Psylutions Pty Ltd. Commercial in Confidence.

7. Benefits of Talent Development
Increased individual capability – Research has show there is a need for enhanced capabilities in problem solving, critical thinking, change management, creativity and innovation.
Engaged, enthusiastic staff
Higher retention rates
Improved employee morale
 Enhancing your organisation’s competitive edge
May 2010
© Copyright 2010 Psylutions Pty Ltd. Commercial in Confidence.

8. Approaches to Talent Development
Assessment & Development Centres (DC)
The end use of the information that is different – one for selection and one for development.
In order to predict future job performance and potential to develop, an individual completes a set of tasks which accurately sample those required in the job and are linked to the key skills, behaviours and competencies of the role.
Can include various assessment methods like psychometric testing, role plays and interviews to assess particular competencies.
May 2010
© Copyright 2010 Psylutions Pty Ltd. Commercial in Confidence.

9. Approaches: Why use DC’s?
Identify what skills you have in your workforce and where the talent gaps are and what talent you will need to attract.
Develop talent attraction strategy, including revisiting the organisation's culture to ensure it aligns not only with the revised business strategy but also the type of talent you are retaining and attracting.
Learn what motivates your employees and what their future goals are.
Reconfirm career development and employee engagement strategies.
Revisit and update succession planning strategies.
May 2010
© Copyright 2010 Psylutions Pty Ltd. Commercial in Confidence.

10. Approaches: Individual and Team Management Profile
May 2010
© Copyright 2010 Psylutions Pty Ltd. Commercial in Confidence.

11. Team Management Profile
Two components:
Individual
What are my preferences?
Do I use my preferences in my role?
Supports Coaching and Career Development
Team
What Should happen compared with
What Does happen
The difference between what Should and Does occur indicates levels of team and individual Satisfaction or Performance
Helps to generate engagement, create a common language, improve the productivity of the team
May 2010
© Copyright 2010 Psylutions Pty Ltd. Commercial in Confidence.

12. Talent Development is not one size fits all. What about Diversity
Talent Development is not one size fits all. What about Diversity? Consider generational differences and drivers. The needs of women.
© Copyright 2010 Psylutions Pty Ltd. Commercial in Confidence.

13. Hot Topics in Talent Development: Diversity
Aging workforce
Mercer Workplace 2012 Beyond the GFC Study found:
Generation Y listed career progression and job security as the two most important non-financial factors in remaining with their existing employer.
Generation X highlighted workplace flexibility as the most important factor within their existing organisation, followed closely by job security.
Baby Boomers communicated that workplace flexibility and recognition for their achievements were most important to them in their current work environment.
May 2010
© Copyright 2010 Psylutions Pty Ltd. Commercial in Confidence.

14. Hot Topics in Talent Development: Diversity
Women
Australia has slipped to number 41 in women's workforce participation
Australian women are still under-represented in leadership and decision-making roles in almost all sectors of the paid workforce despite comprising 45 percent of the country's total workforce. Australia has one of the lowest levels of female participation at senior executive and board levels in the world.
There is a need to address the cultural issues which are blocking the progress of women to senior levels of organisations.
May 2010
© Copyright 2010 Psylutions Pty Ltd. Commercial in Confidence.

15. Panel Discussion
© Copyright 2010 Psylutions Pty Ltd. Commercial in Confidence.

16. Panel Discussion Kate Colley – NAB Simone Parry – Cadbury
Lynne Robertson – NOW Professional Coaching
Hayden Fricke – PeopleScape
Martin Williams – EvolveOne80
May 2010
© Copyright 2010 Psylutions Pty Ltd. Commercial in Confidence.

17. Questions?
© Copyright 2010 Psylutions Pty Ltd. Commercial in Confidence.