Linking Your Talent Strategy to Your Business Strategy

If you’re like most organizational leaders, you have poured countless hours and significant energy into crafting a business strategy to guide your organization into the future. My question for you today is: Have you created a talent strategy that fully supports your business strategy?

You can create a talent strategy in a vacuum, but to achieve the results you have laid out for your organization, you need the right talent.

To create an unstoppable talent strategy, take a good look at your business strategy, then consider these questions:

Strengths: What strengths does our current talent possess that support each element of our business strategy?

Challenges: What challenges are we currently experiencing with our talent and/or our HR practices? What policies and procedures need to be amended?

Changes: What new skills do we need to achieve the results we seek, and what is the best way to obtain these skills – develop internally, hire new talent, outsource?

Once you have thoroughly considered the strengths you have, the challenges you face, and the changes you need to make, you are ready to create a viable talent strategy. As you develop the strategy, use your organization’s core values as a guide to ensure you maintain consistency with your brand.

As you work, consider your current organizational chart as a baseline and outline what may need to change. Include your managers and other key leaders in the process to gain a fuller understanding of what your current team brings to the table. And, similar to how you draw in professional advice when creating your business strategy, consider bringing in external professionals to offer objective insight on the talent strategy that will work best for the organization, given your goals, your industry, and the marketplace.

Once you have crafted your talent strategy, create a plan to communicate the strategy—and the changes it includes—to your team. For your talent strategy to bolster your business strategy, your team needs clarity on what is expected of them, how the organization will define success, and how each role is integral to strategic success.

Remember that talent strategies, much like business strategies, are organic. They will continue to evolve and grow alongside your organization. Revisit your talent strategy at least annually to see how it stands up alongside your business strategy and to discern what adjustments may need to be made.

Without a strong talent strategy, it will be next to impossible to achieve strategic success for your organization. With a strong talent strategy, you are more likely to create a stronger, more dedicated workforce that will take your business successfully into the future.

Read more about talent optimization here and sign up for a complimentary Behavioral Assessment to give you a deeper understanding of your team and your organization.