Re-Engineer Organizational Talent

Careful planning and alignment for an organisation’s talent and business strategy are needed for talent management being both effective and sustainable.

Human resources divisions are customarily tasked to cultivate and implement in-house talent and retention strategies. This process can be filled with tension, conflicts for all parties involved and impacted by organization chain of command. Inexperienced in-house career coaches in addition to pecking order within an organisation contribute to executive employees’ non-participation in-house development strategies.

Partnering with an autonomous Talent and Career Strategist allows for having a confidential collaborator where hierarchy and in-house corporate politics are absent. The alignment of purpose and method will be the key for effective talent strategies, using a consultative methodology with a definite undertaking arrangement – setting set up substantial beginnings, mid-points and a concurred end point that considers singular improvement prompting enhanced execution.

There are no quick fixes to further improve your workforce.

Talent management enables linkage of performance to both long-term and short-term corporate goals, all the more reason for an independent Career Strategist to guide a workplace coaching program that deliver sustainable business improvements and enhance social harmony within the work environment.

Organisations that openly make an effort to develop their people greatly benefit as a result of improved employee focus, open lines of communication and talented employees that stick around.

An independent Career Strategist can make this happen and benefit Management and Human Resources alike.

Advantages of this approach are that an organisation’s management and human resources team can partner more intentionally to pinpoint core problems and identify the best solutions. An approach not influenced by company hierarchy allows the organisation to identify specific patterns instead of simply seeing complexities and shape productive teams.

Depending on the type of change sought, within a group or corporate environment; initiatives can be targeted directly at individuals in order to secure specific behaviour change in line with approved corporate strategies or initiatives can be directed at a group or organisational level, in order to make the most of improved behavioural effects from members within the group.

Engaging a diverse workforce, a shift in demographics and the pressure from growing competitive global marketplaces, are forcing organisations to rethink the way they attract and retain talent. The key to effectively aligning business strategies with an employee’s ability and reality to achieve growth, profitability and sustainability, can be reached with a dedicated Career Strategist motivating the process and transferring the know-how of all processes and materials and empowering organisations and individuals to continue on their new-found path of success.

About the author

I am an independent Career Engineer with a consultative approach that offers ongoing client support and regular check-in’s to keep momentum going.

Blueprint of my Services include tools such as In-house coaching and mentoring program, In-house Talent Development Strategy, In-house Recruitment, Optimal utilisation of social media for establishing your brand as employer or individual, Career & Interview Coaching Guidance, Natural Aptitude Planning, Successful Performance Appraisals Strategy and Career Development Coaching.

Nia Maritz