Is your talent strategy simple to understand and made to work for everyone?
It's now time to work with us to transform your talent strategy.
Designing a talent strategy that aligns with our TwentyOne Leadership 'Talent Architect Core Principles' will transform your organisation’s approach to attracting, developing and retaining talent.
These 3 principles are grounded in simplicity, honesty, inclusivity, accountability, collaboration, open dialogue and strategic growth to build a people-centric approach that delivers tangible results.
Keeping it Simple
A talent strategy should be straightforward and easy to understand. Complexity creates confusion and hinders implementation. We will simplify frameworks, tools and processes to ensure they are accessible to all stakeholders.
We focus on essential goals like identifying key roles, assessing talent needs, and building clear pathways for development. We use clear language, avoiding jargon and creating tools or resources that require minimal training to use effectively.
When communicating your strategy, we’ll support you in being honest about what it can achieve and the challenges it seeks to address.
Making it Work for Everyone
A successful talent strategy is inclusive and free from bias. It should empower employees at all levels, not just high performers or those in elite roles. We’ll enable you to provide clarity on ownership and accountability by defining clear roles and responsibilities within the talent strategy.
Employees will feel empowered to discuss their career goals without fear of judgment. We’ll equip managers with the skills to actively listen and support these aspirations. By aligning individual goals with organisational needs, you can create a talent strategy that drives engagement and retention.
Delivering Strategic Growth
Your talent strategy will ultimately support your organisation’s growth objectives. Aligning talent management with business goals ensures that every process – from recruitment to leadership development – is designed to meet current and future organisational needs. We’ll use workforce analytics to anticipate skill gaps and proactively develop programmes to address them.
Collaboration is key to unlocking the full potential of a talent strategy. Breaking down silos between departments enables cross-functional learning and shared ownership of talent outcomes. We encourage managers to participate in talent and succession forums where they can share insights and resources. Fairness should underpin every process – whether in performance reviews, promotions, or access to development opportunities.
Build now for future success
A talent strategy built on these principles is more than a framework – it’s a commitment to creating an environment where talent thrives, and it drives organisational success.
What to do next?
If you’re new to L&D and Talent management, or looking to take the next step in developing your career, then email me with the words ‘Talent Leader’ in the subject heading and let’s start the discussion on how we can reach your aspirations.
If you are an HR Director, Chief People Officer, or you are responsible for leadership development in your organisation, I would love to share our process for creating the most engaging leadership development programmes on the planet. Email me with ‘Transformational Leadership’ in the subject line.
When the time is right, and you’re ready to work together to transform your Talent strategy, let’s set up a 45-minute discovery call to see if my approach is right for you.
Matt
