Skill Up #2: Building Talents

5 Steps for Building Corporate Talents

Welcome to Skill Up #2: Building Talents!

Our topic at Skill Up this week will be the steps to establish a smooth and stable skill development program for building new talents in companies!

1- Focus on Shared Vision

A shared vision must be defined before anything else. This vision must be broad and clearly stated enough to be adopted by the entire corporate.

The essential point is fostering and strengthening employees' commitment to the company's vision. General preferences should be accurately ascertained following the collective purpose. It is crucial to show employees that the company is aware of its talents and wants to help them take advantage of new prospects.

The development and adoption of this vision will serve as the starting point for employees' #skillbuilding journeys.

Of course, before you can predict where you're going, you should know where you stand. Our blog "Best Ways to Measure Your Employees’ Skills" can help with that!

2- Objectives Must Be Clearly Stated

The emergence and #development of new talents within the company may take a lot of work. Once a shared vision has been identified, the following objectives should be clearly stated to increase employee commitment to the process. Everyone's opinion should be sought, and a common point should be reached in realizing these objectives. This will initiate a much more productive process for employees.

3- Focus on Developing Future Capabilities

I have mentioned the importance of stating and discussing the objectives above; one of these objectives should be laying the foundation for the future, starting today.

The #skills gained in such processes are the harbingers of the future. As people learn, they gain insight into which areas they will focus on and in which areas they can achieve great success. They can decide where they want to be in the future.

For this reason, one of the most important points among the determined objectives is to consider the future of both the employee and the company.

4- Create Monthly Development Plans

The path to building talents should be drawn carefully. Unrealistic goals should be avoided. Timelines and programs should be built over short periods. A year, sometimes even six months, can be too long to wait to see the results.

Instead of such planning, objectives should be evaluated over shorter periods and months. This division should not be random but in the form of modules that support each other. In this way, the employees can see what they have achieved and what he has not achieved much faster and can take action accordingly.

5- Enjoyment and Indicators of Achieving Goals

Achieving goals is enjoyable; discovering and developing new talents is wonderful. That's for sure!

But it is much better to have hard proof of these achievements! After such training programs, companies frequently recognize their employees' achievements with traditional paper certificates. However, a group that wants the innovation of the vision to be reflected in the results may prefer digital badging.

Check out our blog, "How Digital Badges Offer a New Take on Skill Recognition."

We hope you found this week's post helpful. What should we talk about next week? Please let us know in the comments!