A good friend of mine has a search company in Atlanta that just put this out in an email. It is so important that I had to share it with our readers. Take heed future HR Execs:
It’s time for HR Leadership to shine!
During the later part of 2009 and in 2010, we have observed that corporate leadership and corporate boards are placing an increasing emphasis on knowing about the depth of talent, experience and competencies within their corporate ranks.
For the first time, boards are viewing leadership as a true enterprise risk. This has been highlighted and perhaps, exacerbated by the current economic situation and by the pressure on corporations to adjust to a new reality while establishing a baseline for growth. Shareholders are demanding enhanced value and are evaluating the depth of their corporate leadership for their ability to execute and deliver.
Now, the human resource function is in the spotlight and CHROs have a true opportunity to step forward. Talent, not access to capital, is at the forefront of this value equation.
Research suggests that the impact and success of talent management programs is largely determined by the continuing importance that is placed on these programs by the CEO. And, without CEO support, talent management fails to gain acceptance or be baked into the corporate culture and performance expectations. That is why that only a small percentage of companies that embark on these programs have met or exceeded expectations.
Now, the tables have turned.
Boards and CEOs are looking to their CHRO to “truly” be the Chief Talent Officer!
Our progressive clients are placing much more emphasis on talent management with recognition that it is a key element of developing and executing any growth strategy. It is “the” critical link that so often is missing or underappreciated. We are seeing this trend among companies of all sizes and dimensions.
Here is what we have learned about succeeding with talent management and a few thoughts to keep in mind.
One size doesn’t fit all.
As talent management programs are long term commitments, moving forward at a pace that is consistent with your organization’s willingness to “own” such a process is essential. Pressing ahead too quickly, oftentimes will lead to stumbling blocks or derailment that will not result in the desired outcome. We recommend a tailored approach specifically geared to your company’s unique requirements, thereby offering the best opportunity for creating a true leadership to value pipeline synching up with your corporate strategy and culture.
From a career point of view, we have conducted several HR searches in the past year. Companies seek strategic insight from their human resource leader. More to the point, our clients seek a CHRO who understands how to attract, evaluate and retain critical talent.
Are you one of those HR executives who possess this experience, mindset and competency?
Thanks you to the Koblenz Group
