One of the challenges I see often in organisations is that Talent Management focuses heavily on identifying who should be on the succession plan and who is considered a leader of the future. And that’s where it stops. Once the names are slotted into the relevant grids and boxes, nothing happens until the following year when the
In my last blog post “Only 14% of Talent Management Programmes Work.  What Can You Do About It?” I talked about why it’s important to have a joined up approach to succession and talent management that creates a fit between the ambitions of an organisation and its leaders. Let me share a story of why
Did you realise only 14% of Succession Planning and Talent Management Programmes are considered a success? That was the conclusion from a 2009 survey by the American Society for Training and Development (ASTD). Â Frankly, experience tells me things haven’t improved over the last few years. Whatever the figure, there’s plenty of opportunity for improvement. Â Talent
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