Every week, I review blogs and other publications that cover talent development to find the very best talent development posts. This week, you’ll find pointers to pieces about the CARA Group Pulse Survey, what talent management should look like, succession planning, and a look at the state of talent management.
“Fortune 1000 companies do not have enough leaders coming up through the ranks to fill open and future leadership positions, according to a survey by The CARA Group, Inc., a human performance consulting firm that partners with clients to create customized learning initiatives, including leadership development programs. To remedy the current lack of leadership skills and limited talent pipeline, caused in part by recession cuts to critical leadership programs, the survey reveals there is an emerging renewed commitment to leadership development among companies of all sizes.”
Wally’s Comment: The release gives you a brief overview of the CARA Group’s latest Pulse Report. You can download a copy from their web site.
From Asad Salman: The Real Idea Behind Talent Management
“Talent management needs to be understood and practiced as a complete process. It is not just an activity, but an idea that is stretched out over a vast range of inter-linked practices. More importantly, we have to recognize that it is not the HR show. Successful talent management is a development issue, and it involves active participation by HR, managers, and senior leaders.”
Wally’s Comment: Asad Salman is from WorkforceGrowth, who describe their offering as “a cloud-based talent management solution.” He shares an idea of what talent management should look like.
From Dan McCarthy: Succession Planning Basics: the Template
“I’ve written posts on how to do succession planning, why do succession planning, why not to do succession planning, how to achieve better gender balance through succession planning, and a boatload of other posts on the topic. However, one thing I have not shared with readers of Great Leadership is what an actual succession plan looks like.”
Wally’s Comment: Here’s another gem from Dan McCarthy. As a bonus, it contains links to Dan’s other succession planning posts.
From Jon Ingham: Alignment and Social Involvement in Talent Management
“Topped and tailed by inputs on the role of top executives from senior business and HR leaders at Unilever, PepsiCo and Google, the Summit dealt with new times, new markets and new sources of business leaders. This included the need to increase the proportion of women in senior and top management roles, and to engage and retain members of the millennial, net, generation– including through the use of blogs and other social media.”
Wally’s Comment: Jon Ingham does a superb job of summing up conferences for the rest of us. In this post from the Economist blogs, he reviews the recent Economist Summit, which is a pretty good review of global talent development.
Carnivals and Such
The Summer Reading Edition of the Leadership Development Carnival is hosted by the HR Bartender
