BUILDING A TALENT STRATEGY
Most organizations have a talent philosophy that has evolved beyond the “cream rises to the top” and “cash is king” notions of the past. While they recognize that compensation is important, they grasp that it’s not the only thing. Although they try to engineer their compensation systems to produce the leadership behavior they think is needed, they usually complement their compensation-based incentives with a process designed to attract, train, develop, and identify high potentials. To orchestrate this process, they assign an individual (usually from HR) to create a talent strategy.
These talent strategies often do a good job of efficiently moving people into current leadership roles, helping to identify, train, ...
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