EP 136: Talent Pathway Planning With Steve Van Remortel

We put a talent pathway plan around the number one issue that really limits our growth, and where we spend most of our time. Talent planning works upstream to resolve and really take advantage of people related issues or opportunities before they impact your business, not afterwards. Talent planning really helps you be proactive, and not reactive.

Talent planning includes succession, it includes retention and includes hiring. It really addresses everything that you need to do on your team. And so when you get to a talent plan, it’s like, you know exactly what order of hire you’re going to make, who you’re going to promote. What’s the session plans you got to put in place. What is your development focus for each of your team members? So again, it lays out everything that you need to do over the next 3 years, and when a leader has that now they have confidence to execute that strategy because they got their people plan in place.

What You’ll Learn In Today’s Episode

What is talent pathway planning and how to execute (4:38)
How performance review fits with talent planning (7:07)
How do we attract and retain the best quality staff inside of our organizations. (12:10)

Actionable Takeaway for Executives

One of the key takeaways is really understand the future of talent because there’s some pretty significant trends and dynamics going on and really understand what it means to your business. And then what is your proactive measure to minimize the impact of that? (17:22)

Actionable Takeaway for HR Professionals

HR has a very difficult role because they have the compliance piece. They got the tactical piece and they got the strategic piece and oftentimes we get distracted by the tactical and really don’t have the ability or don’t have enough time, resources to spend on a strategic piece. So the same world that I talked about for the CEO or the leader is real for the HR person. How can you, as the leader of people in the organization, the HR. Leader? How can you help your organization overcome that obstacle? (19:17)