How do you plan for talent mobility in your organization?

1. Assess current skills: I evaluate the existing talent pool to identify strengths and gaps. 2. Identify future needs: I anticipate the organization’s future skill requirements based on business goals. 3. Create development paths: I design tailored training and development programs to prepare employees for new roles. 4. Promote internal opportunities: I encourage internal mobility by highlighting available positions and career paths. 5. Monitor progress: I track employee development and mobility to ensure alignment with organizational needs. By strategically planning talent mobility, I ensure that our organization is agile and prepared for future challenges.

To effectively plan for talent mobility in the organization, you should: - Understand the current and future needs of the organization - Understand the business requirements - Identify critical roles that require higher focus - Stay updated about industry trends and technological changes - Plan for training and mentoring within the organization for existing employees

Ensure employees are provided with opportunities for growth, development, and career progression. Key steps include assessing current workforce, identifying high-potential employees, implementing training and development programs, creating a transparent system for open positions, providing constructive feedback, and communicating the organization's commitment to talent mobility. This helps foster a culture of continuous learning, growth, and adaptability, contributing to employee satisfaction and the long-term success of the business.

To effectively plan for talent mobility, a deep understanding of both current and future needs is essential. Adopt an Essentialist approach, focusing on what is absolutely necessary for success. This involves not only identifying critical roles and skills but also understanding the aspirations and potential of your existing talent. Aligning these insights with market trends and technological advancements ensures a proactive, rather than reactive, approach to talent mobility. Foster a culture of continuous learning and adaptability, essential for navigating the ever-evolving business landscape. #TalentMobility #StrategicWorkforcePlanning

Translating your company's business strategy into meaningful strategic workforce planning is no easy task. It is often much better to start with one segment of your business or with the most critical job roles and expand based on that experience.

Defining a talent mobility strategy requires aligning it with your organization's broader vision and values. This involves setting clear objectives that not only facilitate career progression but also enhance organizational capability. Incorporate principles from Agile methodologies, like Jeff Sutherland's Scrum, to create flexible and adaptive processes. This approach ensures that your talent mobility strategy is responsive to both individual aspirations and organizational needs. Establish transparent criteria and policies to foster a culture of fairness and opportunity. #AgileTalentStrategy #OrganizationalAlignment

Think how you want to address road blocks such as culture of talent hoarding, i.e. the tendency of managers to keep the best talent on their own team. Employees might prefer a digital solution to talking to a manager when exploring internal career opportunities.

Define the metrics you’ll use to measure the effectiveness of your strategy. For example, this could be a reduction in external hiring and associated cost savings, increase in internal promotion rate or improvement in key engagement survey results such as intention to stay. One way to overcome managers talent hoarding is to measure (and, ideally, tie some compensation to) talent development. What gets measured gets improved. If managers are rewarded in some way for getting team members ready for promotion or for an internal move they desire, the tendency to hoard will start to evaporate.

Effective communication and engagement are crucial for a successful talent mobility strategy. Emphasize transparency and inclusivity in conveying the strategy’s purpose and benefits. Encourage employees to voice their career aspirations and feedback, akin to Marcus Aurelius’ philosophy of valuing diverse perspectives. This approach, inspired by Simon Sinek's emphasis on 'why', helps employees understand how mobility aligns with their personal and professional growth. Involve them in co-creating development plans, fostering a sense of ownership and commitment. #EmployeeEngagement #TalentMobilitySuccess

For larger companies, it makes sense to invest in a talent or opportunity marketplace. These applications are designed to connect employee desires and employer needs, develop missing skills, promote internal mobility and improve employee retention. Modern solutions use skills management to match the requirements of a job or project with the skills of employees and find the learning content needed to develop the skills required for the next task.

One of the best ways you can support employees to promote more internal mobility is with coaching. Hiring managers are often comparing external candidates with internal candidates who aren’t as well prepared with things like their resume/CV and interview technique - so the external candidate looks better and they overlook all the additional benefits of moving someone internally. A career coach can help an employee be ‘market ready’ for an internal move and present their best self to the hiring manager. A coach can also be the sounding board an employee needs to overcome doubts that their line manager may have sown if they don’t want the employee to move from their team. Plus, a coach will also help with onboarding into the new role.

Monitoring and evaluating talent mobility outcomes are key to refining your strategy. Adopt a data-driven approach, akin to Jim Collins' concept of confronting the brutal facts, to track indicators like retention, engagement, and productivity. Gathering employee and manager feedback is essential, as it offers direct insights into the effectiveness and areas for improvement. Use these metrics to iterate and enhance your talent mobility practices continually, ensuring they align with both organizational goals and employee aspirations. #DataDrivenDevelopment #ContinuousImprovementStrategy

Celebrating and recognizing talent mobility achievements is crucial for sustaining momentum and morale. Acknowledge individuals who've embraced mobility opportunities, sharing their success stories to inspire others. This aligns with Simon Sinek's principle of starting with 'why', by showcasing the purpose and impact of talent mobility. Celebrate organizational milestones in this area, reinforcing how these efforts contribute to broader goals and values. Such recognition not only boosts morale but also embeds talent mobility as a key part of your organizational culture. #EmployeeRecognition #TalentMobilitySuccess

An effective talent mobility strategy marries employee aspirations with the company's vision, fostering a culture of growth. Consider a tech company's "Future Leaders" program, which cultivates potential through training, projects, and mentorship. This not only prepares employees for diverse roles but also primes the organization for future challenges. It's a testament to investing in talent as a catalyst for innovation and success, showing a commitment to development as a core value.