1. A definition of talent management “The systematic attraction, identification, development, engagement, retention and deployment of those individuals who are of particular value to an organisation, either in view of their ‘high potential’ for the future or because they are fulfilling business/operation-critical roles.” Source: CIPD

2. Three ways to manage talent Explain help talented people see the big picture and to specify their personal contribution Ask don’t just tell or assume – talented people know best their own strengths which enhances engagement Involve work with talented people and never over-manage, give real scope for flexible contribution to goals Source: Edward Gubman

3. Five conditions to get the most from talented people Social purpose they are contributing to a larger whole Moral correctness they know their work and organisation are ethical Achievement-related pleasure they like what they are doing and learning Recognition their skills fit their jobs, they get fair reward Positive relations they network with good people internally and externally Source: Kourdi and Davies

4. Five reasons talent must be managed with care The very best in an organisation are... Seeking interesting, challenging, purposeful work More loyal to function/profession than to an employer Less accommodating of traditional work structures and authority Very concerned about work-life balance Prepared to take responsibility of their development and career Source: DDI

5. Six challenges for talent management Don’t recruit - attract talent by being a stand out employer Build your differentiating ‘employer brand’ - and live up to this Be different, invest unbegrudgingly in a thorough section process Place talent with care – in the hands of your impressive leaders Be flexible in employment practice and perks Create a stimulating environment that talented people seek

6. Seven keys to talent management Create an organisation where people want to work Select the right people in the first place Get them off to a great start Coach and reward Lighten up - make fun part of work Selective retention - plan to keep the right people Say goodbye - filter out those that need to go Source: Leigh Branham

7. Seven reasons managers keep people on who should be released Don’t want to highlight they made a poor selection decision Guilt at over selling and under informing during selection Dislike of confrontation They know they haven’t given performance feedback well Documentation of concerns poor – fear of formal procedures They don’t want to go through it all again Fear of mismanaging the termination meeting and its aftermath Source: Leigh Branham

8. Seven reasons talented people leave too early The job or workplace was not as expected Mismatch between job and person’s skill sets Too little interest, coaching and performance feedback Too few growth and advancement opportunities Stress from overwork and life imbalance Feeling devalued and unrecognised Loss of trust and confidence in senior leaders Source: Leigh Branham

9. Eight rules for talent management Assign senior and clear responsibility for talent management Show genuine understanding of unique and individual needs Be really careful about who manages your fragile talent Have a meaningful, continuous dialogue with all involved Protect appropriately, empower and reward achievement Develop, review and adapt individual development plans Be careful not to create a sub culture of elitism and detachment Never be surprised by a leaver Source: Andrew Gibbons

10. Twelve variables that directly impact on talent Belief Lifts your talent Passion Energises your talent Initiative Activates your talent Focus Directs your talent Preparation Positions your talent Practice Sharpens your talent Perseverance Preserves your talent Courage Tests your talent Teachability Expands your talent Character Protects your talent Responsibility Strenghtens your talent Teamwork Multiplies your talent