Why is Career and Talent Management so important? Apart from the obvious reason – that there are fewer good people on the market, here are a few more from Wadenhoe Centre research:

• A reputation for developing people provides competitive advantage.

• In a fast-changing environment, where traditional succession planning no longer works, organisations see more clearly the range of career options for their people.

• Business opportunities are not constrained or lost through lack of leadership.

• Organisational “gaps” can be identified and filled well in advance of the need.

• Expensive and often ineffective external recruitment can be reduced.

• De-motivating and costly promotion mistakes can be avoided.

• Morale and staff retention amongst people with potential will improve.

None of these issues fall into the “soft and fluffy” side of HR, they all have a massive effect on “bottom-line” performance – hence Wadenhoe’s interest.

THE WADENHOE WAY

The Wadenhoe Role Profiling process derived from our research and practical experience in identifying and developing leadership potential provides a fast and effective process.

Profiling a range of roles at different levels within an organisation makes it possible to map creative career routes for people with potential. Assessing/developing people against the same criteria as the role profile, provides flexible “pools” of talented people, at various quantified stages of development, who are available to meet future resource requirements.

The Wadenhoe Consultancy can provide many recent examples, in all business sectors, of these activities being applied with significant and measurable success.

THE BENEFITS FOR YOUR ORGANISATION

• Your growth, change and succession plans will be achieved through the recognition and development of emerging leaders.

• You will know where targeted external recruitment is required to fill resource and capability gaps.

• You will see more clearly the range of career development options available to your people.

• You will reduce spending on external recruitment, which is expensive and often ineffective.

• You will avoid making de-motivating and costly “sink” or “swim” promotion mistakes.

• You will know where the leadership resources are to meet specific strategic/market opportunities, as they arise.

• You will gain benefits from being seen to promote from within, both in terms of morale and retention of ambitious people.