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What talent strategies can help organizations achieve their strategic business goals? How can organizations develop a culture of innovation and encourage their workforce to deliver high performance?
This paper assesses the essential attributes of a game-changing organization. Not only are leading organizations purpose-driven, performance-oriented and principles-led but have superior talent strategies that guide and even drive their business strategies. Their leadership is proactively engaged in defining talent practices, and is focused on identifying, developing and retaining the next generation of leaders.
Effective talent strategies support operational efficiency and foster a collective culture that is balanced by the need to build individuals’ careers. These strategies are globally scaled yet locally relevant, and are agile and dynamic.
Download the PDF to learn more about developing effective talent strategies.
Read more Leadership & Talent articles by Accenture Institute for High Performance researchers.
What sets game-changing talent strategies apart is their relentless focus on supporting and driving the companies’ business strategies.
Support strategic and operational superiority: Developing an innovative business model to leverage the best talent while driving operational efficiency; encouraging a high-performance work culture; focusing on talent planning and recruitment; prioritizing leadership behaviors that matter; developing employees; conducting talent reviews and succession planning; and providing networking and collaboration tools.
Foster a collective culture yet enable individual career growth: Developing a sense of purpose in the organization as that attracts top talent; providing them an environment where they can pursue growth opportunities, exciting assignments and interesting careers.
Meet global and local needs: Developing talent policies that respond to changing conditions on the ground and to cultural differences across the globe.
Endure while being open to revitalization: Developing a culture of change as talented individuals are drawn toward organizations that continually refresh their systems, processes and strategic initiatives.
You can gauge your company’s talent policies and practices on the following statements:
The company places “purpose” at the heart of the business model.
The company has a high-performance work culture.
The leadership follows well-understood guiding principles.
The talent policies drive the business strategy.
The talent management practices are highly effective.
The leadership is committed to excellence in talent management.
The leadership is deeply engaged in and accountable for preparing the next generation of leaders.
The talent practices are strategic and drive operational efficiency.
The talent practices engender a strong sense of collective purpose and pride yet work well for the career growth.
The talent practices strike the right balance between global scale and local responsiveness.
The companies lay a strong emphasis on people development and are flexible enough to change talent policies whenever required.
Douglas A. Ready is a senior lecturer at Massachusetts Institute of Technology’s Sloan School of Management, and the founder and president of the International Consortium for Executive Development Research.
Linda A. Hill is the Wallace Brett Donham Professor of Business Administration at Harvard Business School.
Robert J. Thomas is the managing director of the Accenture Institute for High Performance.
March 3, 2014
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