Editor’s note: John Lankford is a four-time winner of a North American Business Advisor of the Year award. He has 23 years of corporate experience and 12 years of entrepreneurial experience. He is also the author of the book, “The Answer is Leadership… What is the Question?” Lankford will be the keynote speaker at the inaugural Executive Forum, presented by BizTimes Media, on Thursday, March 21, from 7 to 11 a.m. at the Italian Community Center in Milwaukee.
What do high-performing companies have in common? Their senior leaders actively focus on, participate in, and refine their systems for finding, keeping and growing great employees.
Said another way, every organization’s performance is directly related to the way leaders at the top operate nine specific talent management systems.
Conversely, senior leaders who fail to actively engage in their talent management systems find themselves struggling with avoidable problems that eventually drain their bottom line and create endless chaos across their businesses. Unfortunately, this disconnect continues to be the norm in businesses across America.
The business case for how well your executive team makes talent a business priority will directly impact your organization’s ability to execute and outperform your competition.
Your management of these nine talent management systems will decide if your culture attracts the 51 percent of employees who are looking for a better place to work, according to Gallup.
It’s important to recognize that designing and improving your nine talent systems is only half of the equation. The other half is dedicated execution. Strategic tracking and accountability are critical for the execution and long-term sustainability of each system.
Knowing the ins and outs of your company’s talent systems can put you steps ahead of your competition. Each of the above talent systems is unique, yet all are integrated and contribute to the quality of your greatest asset – TALENT!