Do you find that there never seems to be any decent candidates for your vacancies? Do you tend to find that even the most impressive of candidates tend to disappoint or leave quickly? Then consider the Seven Pillars of Talent Management to help you review your approach to Talent:

  1. Top Priority

In the long run, there is simply nothing more important to the success of your organisation that the quality and motivation of your staff. Most companies recognise this and trot out the phrase “Staff are our most important asset”, but just saying it, doesn’t count for much.

The Best companies give Talent Management top priority from the board right down throughout the entire organisation. Click here to see “How to Retain & Motivate Talent”, for a great example of how this can be done.

Discussing Talent and Succession Planning should be the number one long-term priority of the Board. Every Manager and Team Leader should be fully aware of the strengths and capabilities of each member of their team and should be regularly discussing the strengths of their team with their own Managers.

  1. Praise

 I have seen it reported that the Praise to Criticism ratio should be 4:1, 5:1 and even 10:1. Whatever the actual ratio, there is no debate that we need to praise more and praise better. By better, I mean that we should primarily praise behaviours, although we should also praise outcomes and the individual themselves. Praise should be specific and detailed. It should generally be done publically, although how to praise best will depend on the individual you are praising (not everyone likes to go up on stage.)

  1. Individualise

One Man’s promotion is another Man’s idea of hell at work. Good Talent Management focuses on playing to individuals’ Strengths, whilst allowing them to develop in a few areas of inexperience or weakness. Each role should be stretching, without tearing people apart. Good Management involves staying close to your team and taking frequent temperature checks as to how things are going. “Walking the floor” is great, but don’t do this just to be seen. Do it when you have time to spend with people and actually listen to them.

Click here to see “Top Ten Management Tips”

  1. Talent attracts Talent

A key motivator of Talent individuals is being surrounded by other talented people.

Work hard at your “Talent PR” i.e. get news out there of things which have been done exceptionally well. Advertise these internally and externally, in the Industry press and via your Talent Attraction channels.

Create forums spanning all different departments to allow your top talent to mix and mingle.

  1. Recruit Well

Invest twice as much time and four times as much thinking in to your recruitment. Really think through exactly what character traits and behaviours you need each time you recruit. Generally knowledge can be taught reasonably quickly, so look for attitude over existing skills and always recruit people who are fast learners and who care about what they do and how they do it.

Make sure your processes help you personalise recruitment and don’t squeeze the intelligence out of it. Work with Agencies by all means, but only if you would employ the recruiter yourself. Your vacancy and your organisation will be judged by the first point of contact an individual has with you.

Click here to see “How to Attract Talent”

  1. Mentor & Coach

Talent needs nurturing. Have a network of Mentors who support up and coming Talent. This need not be confined to the top echelons of the company – individuals gain as much from being a Mentor as they do from being Mentored.

Instill a coaching culture throughout the organisation. Click here to see The Key Steps to Managing Internal Coaching Effectively.” And take advantage of External Coaches for your top talent.

  1. Get everybody thinking about Talent

Talent needs to be at the forefront of every Manager’s mind. They should be being mentored and mentoring. They should be meeting with their line Managers to discuss Talent in their team. They should be actively promoting their staff and thinking through “next steps” within the organisation. Encourage a nurturing culture and recognise and reward those whose staff go on to excel elsewhere.


Executive Coaching will help improve understanding of others and your ability to be an outstanding Manager of people. These days, most top performers in business work with a coach.

If you would like to invest in yourself and the value of your business then call me on 07730 700258 to arrange a free introductory Coaching session.