One Page Talent Management Eliminating Complexity, Adding Value Coaching Coalition June 8, 2010

A Short Story . . .

They Don’t Think We Can Deliver “ there’s an increasing tension between company needs and HR's ability to deliver ” Deloitte’s Aligned at the Top study says:

“ HR executives face a credibility gap when it comes to executing basic HR duties ” BCG’s The Future of HR in Europe says: They Doubt Our Capabilities

“ The executives criticized HR professionals for lacking business knowledge , observing that many of them worked in a narrow administrative way rather than addressing long term issues such as talent strategy and workforce planning.” They Challenge Our Knowledge McKinsey says:

Even HR Rates Its Performance Low The New Talent Management Network State of Talent Management 2010 Less than 50% rated assessment, development planning, engagement and executive coaching as “Effective” Even lower ratings for simplicity, transparency and accountability 2010 State of Talent Management New Talent Management Network

OPTM – That doesn’t sound too hard . . . OPTM is not a design gimmick. It’s our last chance to achieve the true potential of talent management

S.A.T. – So How Does Coaching Fare? How would your executives/line managers assess the following TM process on the dimension of effectiveness?

How would your executives/line managers assess the following TM processes as being simple/easy to use? S.A.T. – So How Does Coaching Fare?

How would your executives rate managers’ accountability for action or follow-up for the following practices? S.A.T. – So How Does Coaching Fare?

How would your executives/line managers assess the following TM processes on the dimension of transparency? S.A.T. – So How Does Coaching Fare?

The Value/Complexity Curve The Value/Complexity Curve ™ Effort/Complexity Added Value Added for Manager Continue Caution Stop

The OPTM 360 Report (OK – two pages) A one-page summary of your top three priorities for change Verbatim advice about specifically how to change