1 / 19

Think Talent Series Helping Relationships - A Learning Ladder to Organizational Success Part I: The Current Talent

Think Talent Series Helping Relationships - A Learning Ladder to Organizational Success Part I: The Current Talent Market . May 2013. Background & Purpose Of Rolling Out The Series.

deo
Download Presentation

Think Talent Series Helping Relationships - A Learning Ladder to Organizational Success Part I: The Current Talent

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Think Talent Series Helping Relationships - A Learning Ladder to Organizational Success Part I: The Current Talent Market May 2013

  2. Background & Purpose Of Rolling Out The Series • Organizations today are going through significant and accelerated change largely driven by economic revolution, technological advancement and demographic changes. These changes are influencing the way people work, the way companies are organized and talents managed. It calls for continuous learning and sharing of knowledge and skills. • The role of Helping Relationships like Coaching, Mentoring, Counseling comes in here, all of which aim for development towards ‘Where We Are Now(current state) To Where We Want To Be(Excellence).’ They are largely used by organizations across the globe today and have become the essential elements for modern managerial practice to unleash the optimum potential of the current and future leaders of the organizations. They help inspire and empower people, build commitment, grow talent and promote success. • However, there exists a thin line differentiating the helping relationships from each other in their process, impact and purpose. One needs different skills to deal with each of the processes effectively . • Purpose: Think Talent presents a series on various Helping Relationships which are frequently used in organizations across the globe and in India. It also focuses on their differentiating factors and successful implementation. Think Talent Services

  3. Part I: The Current Talent Market Think Talent Services

  4. Challenge In The Leadership Pipeline - Implications #1 • With the reduced growth rates the challenge of senior leadership is more around creating value with limited resources, consolidating, stabilizing the business, forging alliances and exploring different geographies /businesses to find out the next growth curve. All of these demands strong leadership capability from mid to senior level. This currently being a deficit can adversely impact future economy and business climate. #2 • Unprepared/moderately prepared mid to senior leaders if not become aware and fully developed may breed the next generation of leaders with poor leadership capability thus downgrading the complete leadership standards of the industry Think Talent Services

  5. Challenge In The Leadership Pipeline • 54% business leaders cite gaps in their leadership pipeline as one of their critical obstacles to growth • Confidence in mid-level managers has declined from 66% in 2010 to 49% in 2012. Perception around weakening of the current and potential senior leaders is becoming stronger Think Talent Services

  6. Challenge In The Leadership Pipeline Think Talent Services

  7. Talent Challenges: Implications #3 • Mismatch of optimum level of qualification/preparedness for specific roles create a possibility of boredom or burnout. As a result it hampers the creative energy within the organization resulting in underperformance in the innovation area, inability to retain and nurture bright talent and spawning of entrepreneurial outfits Think Talent Services

  8. Talent Challenges Rapid Business Change, Disruptive Competition 1 2 Escalating War for Talent, Competition for External Skills making employee retention, engagement, branding, and passive candidate recruitment more important than ever Geographic Shifts in opportunities and skills sets 6 New Leadership Models and Capabilities with a focus on action orientation, creativity and relentless client interaction Flatter Organizations, Cultural Diversity Team Model for Work 5 3 New Roles, Specializations and Talent Differentiation 4 Think Talent Services

  9. Supply For The Talent Decreases By 15% According to a study done by McKinsey & Co. while the younger population is coming in, the supply for the key talent is going to decline by 15 % and the demand for that talent will increase by 25% - (Denver Business Journal) Demand For Key Talent Increases By 25% Think Talent Services

  10. The Youth Vs Tenured: Implications #4 • In places like India having the largest youth working population and which is aspirational, demanding, tech-savy needs to be nurtured and channelized meaningfully by the senior generations that in itself is secure, mature and confident. This mutual development of different generations should happen simultaneously; else the much touted population dividend will not yield any benefit. Instead, it will result in India being a consolidation or maintenance by the foreign investors/organizations Think Talent Services

  11. Talent Scenario In India • According to Randstad India's global Workmonitor Survey 2012, Indian employers have trouble finding highly qualified people and this trend is to continue for the next three years as the economy is showing signs of reforms. 65% respondents predict a challenge to find highly qualified people in their respective organisations, much higher than the world average of 48%.  • India has the largest youth market in the worldwho expects competitive compensation, professional development, fast-track career opportunities, mobility options and work-life balance. • Employee attrition in India is high due to strong competition for talent and inexperienced leadership. • Enhancing Capability Development has been found to be the major focus area for improving the level of productivity in India Think Talent Services

  12. Talent Characteristics – Youth Vs Tenured Working Population In Their 20’s Working Population In Their 50’s Technology Savvy Experience Multi - Tasking Knowledge Business Acumen Collaboration • How do you enable the exchange of knowledge, skills and experience? Think Talent Services

  13. Enters Helping Relationships! • Current Challenge of HR and Business Leaders would be to make different generation live harmoniously and leverage each other to contribute meaningfully to the organizations. That’s where Helping and Developing Relationships like Mentoring and Coaching comes into the picture. Think Talent Services

  14. Mentoring & Coaching At The Top • In the journey to the top management ladder, around 80% of the CEOs ascribe the receipt of a large part of their learning and support from having being mentored. In their first 10 years or so of organizational life they have been grateful of learning through such helping relationships recognizing it as a gift between generations • Helping relationships such as Mentoring and Coaching have become major instruments for promoting diversity and equal opportunities at all levels. Companies have become increasingly involved in mentoring within the broader community and manager at the top have had to rethink their own attitudes to learning Think Talent Services

  15. But Helping Relationships Are Complex Human Interventions…… “ To live is to change , and to be perfect is to have changed often” - John Henry Newman John Henry Newman CO, also referred to as Cardinal Newman and the Blessed John Henry Newman, was an important figure in the religious history of England in the 19th century.  Think Talent Services

  16. The Way Forward Helping Relationships: A Learning Ladder To Organizational Success (Think Talent Series): Part II The Up-rise Of The Popular Helping Relationships In Organizations Differentiating the thin line between the popular and established helping relationships Think Talent Services

  17. Thinking Ahead! • How can established helping relationships contribute meaningfully to leverage the power of different working population at work place? Think Talent Services

  18. References • White paper on The Future of Talent Management By Oracle http://www.oracle.com/us/media1/future-talent-mgmt-change-drivers-1676642.pdf • Report On Predictions for 2013: Corporate Talent, Leadership and HR—Nexus of Global Forces Drives New Models for Talent By Bersin By Deloitte Consulting, LLP http://marketing.bersin.com/rs/bersin/images/predictions-2013-final.pdf • Report By Kimberly Vappie - Business Case For Mentoring • Business Standard - Corporate India facing challenge to find right talent: report • This trend is set to continue for the next three years, says RandstadIndia October 2012 • Talent Challenges In India http://www.astd.org/Publications/Blogs/ASTD-Blog/2012/07/Talent-Management-Challenges-in-India • Article: ‘Winning the race for talent in emerging markets’; Harvard business review 2008 Think Talent Services

  19. Our Coordinates NCR Think Talent Services Private Limited619, 6th Floor, ILD Trade CentreSector-47, Sohna Road, Gurgaon - 122001 Phone: +91-124-4106325,+91-124-4055375 www.thinktalentindia.com Bangalore Think Talent Services Private Limited1568, 1st Sector, Outer Ring Road,HSR Layout, Bangalore – 560 102Phone: +91 80 64006888 www.thinktalentindia.com Hyderabad Think Talent Services Private Limited301, 2nd Floor, VaishnoKuteer,Puppalguda, Manikonda, Hyderabad Phone: +91 90400 84006 www.thinktalentindia.com Pune Think Talent Services Private Limited102,Quartz,Niyati Empire , Kharadi , PunePhone: +91 9999025525 Think Talent Services

More Related