Career plan: talent development

Monday, February 8th, 2010 - career management, career planning, Employment, Professional CV, professionalism

Career plan: talent development

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Brian, a technologist and project administrator at an investment bank, asks: I’ve been doing some research into the way my organisation looks at developing, nurturing and retaining it’s internal talent, and decided it would be a good idea to see other organisational approaches and what people expect. For this question, Internal Talent can be classed as some of the top performing individuals within an organisation, who are of non-graduate based background. I.e. came in at a relatively low position and are working their way up the ladder. For my particular organisation, I am regarded as one of the high performers, but other than getting a more generous bonus, I see no benefits of being a high performer- no formal plans to nurture and grow my talents, opportunities to experience other areas of the business etc. My own personal view is that I would happily not receive a bonus, so long as my organisation provided me with the opportunities and tools required to grow my career with themselves. My question to you is what would/do you expect your organisation to do, to retain your talent, help you build your skills and experience, and provide you the opportunities to obtain the position you desire? What do you think would help you, i.e. Mentoring Programmes, Talent Pools, and why? If you are in a position within an organisation to influence this vital process, what do you do to ensure that your top employees remain with you, other than paying them more generous salaries/bonuses? Thank You!

In answer:
Interesting question Brian.

However, before I start to answer this, a bit of background. Looking at your profile, you would seem to be in your early 20’s, and have no degree yourself. You have been in your current job two years, which would be considered by most of your age “too long/looking for the next opportunity” and hence looking for your next position.

My question therefore is: is this well worded question a nice way for others to input to your development plan/negotiation of your next career step?

Internal talent retention

I passed through formal education some 20years ago, when only 1 in 16 people took a degree. That number is now closer to 60% in the UK, and 80% plus in many other parts of the developing world. If I had a talented individual in my team of your age, then I know I could retain them for seven plus years simply by funding their degree level education, which should be on their “have to get” career path.

All corporate organisations have high-talent gain and retain programs: from direct experience, I know your employer has. All such programmes have a set of criteria for entry – most require a degree, or truly exception performance without – and most operate on an age limit, normally to early 30’s for entry. You need to be recommended by your manager and their boss, and undertake a series of tests on psyche, mental and capability, as well as a team/management weekend exercise. From this they will select a limited number of individuals who get personalised mentoring and additional career development and training. if they perform, they gte fast-tracked up the organisation over a three year period.

Career plan: development

I think you need two things here to take your career forward:

  1. Personal plan: which addresses what you want and need in your life, and your supporting career. One of the elements in there should be a degree, attained before the age of 30
  2. Career plan: mapped out in detail for the next five years

Once you have these, start gaining some support from your boss. Bring up development and talent pool issues at your regular monthly reviews. If your boss supports you and gives you written praise, great. If not seek a meeting with the HR team to discuss career development. Many good people are lost to good organisations because their relationship with their boss was not right, or simply the boss didn’t understand how to place them in the corporate talent pool: HR can solve those problems.

Planning is the key to excellent long term career development, be that were you are now or where you need to be next to achieve your goals.

If I can help further, please ask – Good Luck!


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3 Responses to “Career plan: talent development”

  1. Tweets that mention Career plan: talent development | Professional CV Writing - -- Says:

    […] This post was mentioned on Twitter by Ian R McAllister and Ian R McAllister, cv4biz. cv4biz said: Career plan: talent development: Career plan: talent development Brian, a technologist and project administrator … […]

  2. Olsson Lena Says:

    This is an interesting post. It was a really good read. Hope to read more of your articles.

  3. Kostas Says:

    Enjoyed the posts..

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