Lessons from the talentmaster

“A collaboration of incompetents, no matter how
diligent or well-meaning, cannot be successful”-
Michael Schrage
“A collaboration of incompetents, no matter how
diligent or well-meaning, cannot be successful”-
Michael Schrage
“People are not your most important asset. The RIGHT people are.”
Jim Collins

“Take our 20 best people away and I can tell you that
Microsoft would become an unimportant company”

Labor is about 65% costs of typical
business
Performance differences are huge
Employees and how they’re managed is
source of most competencies
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(c) copyright 2010 Dr Wilfred
Monteiro
www.synergymanager.net

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Monteiro

 90% of CEOs declare that Talent is top of
their agenda but …..
◦ Only 17% say the Talent strategy is aligned with
business strategy
◦ Most agree that CEO is accountable for
succession but only 7% hold managers / 10% hold
senior managers accountable
◦ 70% do workforce planning but only 15% as part
of a Talent strategy
 90% of CEOs declare that Talent is top of
their agenda but …..
◦ Only 17% say the Talent strategy is aligned with
business strategy
◦ Most agree that CEO is accountable for
succession but only 7% hold managers / 10% hold
senior managers accountable
◦ 70% do workforce planning but only 15% as part
of a Talent strategy
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Less than 10% say they
 measure the effectiveness of Talent
Management programmes
 track the quality of the talent over time
 use quantitatively frameworks to align
human capital investments with the
business strategy
Less than 10% say they
 measure the effectiveness of Talent
Management programmes
 track the quality of the talent over time
 use quantitatively frameworks to align
human capital investments with the
business strategy
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Monteiro

“There are career opportunities at my
organisation”
 The Engaged employee
◦ 70% agree 10% disagree
 The Disengaged employee
“There are career opportunities at my
organisation”
 The Engaged employee
 The Disengaged employee
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 Talent is about to be in the top 10% of the organization
 Talent is relevant only at executive level
 A talent will remain a talent whatever the organization
will join
 Talent is fixed
 The overall performance of a company is depending on
the mass of individual talent. More talents means better.
 Talents does not need to know that they are talents
 Talent is only about high potential
 There is a clear correlation between potential and
performance
 Talent is about to be in the top 10% of the organization
 Talent is relevant only at executive level
 A talent will remain a talent whatever the organization
will join
 Talent is fixed
 The overall performance of a company is depending on
the mass of individual talent. More talents means better.
 Talents does not need to know that they are talents
 Talent is only about high potential
 There is a clear correlation between potential and
performance
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Monteiro

Talent Management involves organisations aligning
the right talent to the right roles to deliver current
and future business objectives. Successful talent
management will be strategic, integrated and
embedded within an organisational culture that
places a high value on supporting and developing its
people.
Talent Management involves organisations aligning
the right talent to the right roles to deliver current
and future business objectives. Successful talent
management will be strategic, integrated and
embedded within an organisational culture that
places a high value on supporting and developing its
people.
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Monteiro

“A holistic approach to optimizing human
capital, which enables an organization to drive
short- and long-term results by building
culture, engagement, capability, and capacity
through integrated talent acquisition,
development, and deployment processes that
are aligned to business goals.”*
“A holistic approach to optimizing human
capital, which enables an organization to drive
short- and long-term results by building
culture, engagement, capability, and capacity
through integrated talent acquisition,
development, and deployment processes that
are aligned to business goals.”*
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Monteiro

TALENT
MGMT
3 YEAR PLAN
TALENT
ACQUISITION
TALENT
DEPLOYMENT
JOB
PROFILE
& ANALYSIS
TALENT
SATISFACTION
TALENT
RECOVERY
TALENT
RETENTION
TALENT
SATISFACTION
TALENT
RECOVERY
TALENT
RETENTION
THE TALENT TRACK
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Monteiro

Talent management is about identifying and
developing outstanding individuals for key
leadership roles in a company.
This is particularly important for companys
facing the challenge of developing innovative
and imaginative leaders to meet the needs of
learning transformation.
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Monteiro

Talent management is different from simple
succession planning and filling existing
hierarchical leadership roles that exist today,
as it is a process of providing able and
talented people who will create new and
different leadership roles in the future.
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Monteiro

Talent Management requires an
understanding of:
How you define talent
Who you regard as ‘talented’
The difference between technical
ability & leadership potential.
understanding of:
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Monteiro

Performance in one role is not
necessarily a good predictor of
ability in another.
Excellent managers do not always make good
leaders, senior leaders or business Heads!
Important to separate idea of
performance from the notion of
potential.
ability in another.
potential.
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Monteiro

Talent management is different from simple
succession planning and filling existing
hierarchical leadership roles that exist today,
as it is a process of providing able and
talented people who will create new and
different leadership roles in the future.
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Monteiro

understanding of:
understanding of:
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ability in another.
potential.
ability in another.
potential.
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 Commitment to Organisation Values (commitment)
 “Customers” thinking highly of our Services (pride)
 Understanding what is expected of me
 Senior leaders valuing employees
 Sufficient incentive to perform well
 My opinions counting
 Being encouraged to take ownership of my work
 My org is effective in attracting & retaining talent
 Commitment to Organisation Values (commitment)
 “Customers” thinking highly of our Services (pride)
 Understanding what is expected of me
 Senior leaders valuing employees
 Sufficient incentive to perform well
 My opinions counting
 Being encouraged to take ownership of my work
 My org is effective in attracting & retaining talent
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Monteiro

 Higher commitment & accountability for Talent Development
◦ Leadership walks the talk*
 Depth & consistency of Practices
◦ Talent Management is a top priority
◦ Talent reviews & succession planning are institutionalised
◦ Processes are integrated across units, geographies & population segments
 Progressive and innovative practices
 Progress and success is measured
 Higher commitment & accountability for Talent Development
◦ Leadership walks the talk*
 Depth & consistency of Practices
◦ Talent Management is a top priority
◦ Talent reviews & succession planning are institutionalised
◦ Processes are integrated across units, geographies & population segments
 Progressive and innovative practices
 Progress and success is measured
Good to Great, Why some companies make the leap and others
don’t.
Collins, Jim. Harper Business. 2001
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Monteiro

Create Talent
(from ZERO to HERO)
Create Talent
(from ZERO to HERO)
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Monteiro

 % who could identify the next promotion ___
 % who thought they had good chance of getting that
promotion ___
 % who thought they could become a leader if stayed with their
company ___
 % of their execs who came from within ___
 How long they would wait for opportunity ___
 % who could identify the next promotion ___
 % who thought they had good chance of getting that
promotion ___
 % who thought they could become a leader if stayed with their
company ___
 % of their execs who came from within ___
 How long they would wait for opportunity ___
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Monteiro

Talent management is “the collection of
things companies do that help employees
do the best they can each and every day.”
In your organization
• what are ‘the things?’
• which of them has the ‘greatest
potential for helping employees
do their best..?’
In your organization
• what are ‘the things?’
• which of them has the ‘greatest
potential for helping employees
do their best..?’
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Monteiro

 There is no ‘big bang’
 Try not to go it alone
 Follow these simple steps:
◦ Choose a place to begin
◦ Enlist support
◦ Get started, but start small
◦ Learn from your mistakes
 There is no ‘big bang’
 Try not to go it alone
 Follow these simple steps:
◦ Choose a place to begin
◦ Enlist support
◦ Get started, but start small
◦ Learn from your mistakes
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Monteiro

Measure
1. The experience
2. The results
3. The impact
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Monteiro

If you have any questions at
all please do not hesitate to
send a note or call.
My email address is:
wm@synergymanager.net
If you have any questions at
all please do not hesitate to
send a note or call.
My email address is:
wm@synergymanager.net
29
Monteiro

 is a nationally acclaimed
stalwart in the field of
business management with
an illustrious career
spanning over 25 years
 He is a consultant and
advisor to Board of
Directors of leading
companies & Chambers of
Commerce;
 a management trainer of
high repute who has
conducted over 2250
seminars in India and
abroad in areas of
business strategy,
marketing & organization
development.
 a Visiting Professor to
premier management
institutes and staff training
colleges throughout India.
 is a nationally acclaimed
stalwart in the field of
business management with
an illustrious career
spanning over 25 years
 He is a consultant and
advisor to Board of
Directors of leading
companies & Chambers of
Commerce;
 a management trainer of
high repute who has
conducted over 2250
seminars in India and
abroad in areas of
business strategy,
marketing & organization
development.
 a Visiting Professor to
premier management
institutes and staff training
colleges throughout India.
30
website: www.synergymanager.net
Monteiro

◦ http://wilfredmonteiro.blogspot.in/
◦ http://negotiating-wizard.blogspot.in
◦ http://salescoach-india.blogspot.in
◦ http://the-sales-champ.blogspot.in
◦ http://salesforce-excellence.blogspot.in
◦ http://strategic-selling.blogspot.in
◦ http://hrm-excellence.blogspot.in
◦ http://personal-growth-guru.blogspot.in
◦ http://thegreatmanager.blogspot.in
◦ http://leadership-by-values.blogspot.in
◦ http://therightetiquette.blogspot.in
◦ http://wilfredmonteiro.blogspot.in/
◦ http://negotiating-wizard.blogspot.in
◦ http://salescoach-india.blogspot.in
◦ http://the-sales-champ.blogspot.in
◦ http://salesforce-excellence.blogspot.in
◦ http://strategic-selling.blogspot.in
◦ http://hrm-excellence.blogspot.in
◦ http://personal-growth-guru.blogspot.in
◦ http://thegreatmanager.blogspot.in
◦ http://leadership-by-values.blogspot.in
◦ http://therightetiquette.blogspot.in
31
website: www.synergymanager.net
Monteiro

CONTACT
Dr Wilfred Monteiro
EMAIL: wm@synergymanager.net
website:
SYNERGY MANAGEMENT ASSOCIATES
since 1993
HR Systems Design
Policy Deployment
Talent Management innovations
Best Practices enablement
Competency based HRM
H R Systems Metrics & Audit
32
(c) copyright 2010 Dr Wilfred Monteiro

Lessons from the talentmaster

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