Achieve What You Want With the Right Plan and Right Talent
“The right strategy carried out by the right talent is needed for the highest probability of success.”
Whether it’s the Green Bay Packers striving to win the super bowl, a job seeker aiming to land the perfect job or a leadership team completing an acquisition of a competitor; the right strategy carried out by the right talent is needed to achieve the highest levels of success.
Why do you need a vision and talent plan?
Every day when I work with departments and leadership teams on creating a vision and talent plan there is a light bulb moment that happens after they gain agreement on exactly what they want the company to look like.
They now have a lighthouse that guides their every step. Every decision the company makes, including talent decisions, is based on their vision. This gives you and your team a sense of comfort and cohesiveness to achieve that vision.
The main reason to have a vision and talent plan is to focus all of your decisions based on your three to four to five-year vision
Is a vision statement enough?
I am not a fan of vision statements. They bring little value in laying out exactly what we want our business to look like and give us no benchmark as to how we’re doing. How do you know when you achieved your vision statement?
When working with clients on laying out their vision, I urge them to be as detailed as possible. This will include objective and subjective components.
Some objective targets are financial margins or market share while subjective targets include product and service offerings or what geographic markets we are going to target by the end of our 3-year vision.
Being able to measure the progress of your vision gives your team motivation and the drive needed to achieve it. If you are comparing your current performance against a vision statement, it doesn’t give you that feedback or the benchmark of where you are at.
Overview of the vision & talent planning process
At a high level, a visioning and talent planning process contains four phases. Phase 1 is the discovery phase, phase 2 is where you develop your vision and talent plan and phase 3 is about department planning. Phase 4 is the communication of the vision and talent plan to the rest of the organization and the final phase is meeting monthly to ensure execution of action plans.
Phase 1: This phase is all about collecting the information needed for the process. After doing well over 500 visioning and talent planning processes I’ve come to learn the importance of collecting the content needed for the process before it begins, not during.
Another name for this phase is the discovery phase. Every team member answers a pre planning questionnaire and also takes a behavioral science assessment, DISC, to generate the content for the rest of the process.
Phase 2: Phase two is about vision and talent plan development. There are three sessions included in this phase. The sessions are not long but are very unique and distinct.
The first session is the team development exercise or as we call It here at Stop The Vanilla, getting the team in their underwear. This session is all about having the candid conversations needed to address the sensitive issues and create a vision everyone connects with.
Each team member presents their behavioral style to the rest of the team. They discuss the good things about their style but also the blind spots. This creates an environment of candor, honesty, transparency, and vulnerability.
This brings the team together and allows for the conversations needed to create the most effective and relevant vision for your organization.
Session two is where the vision is created. It is an eye-opener for the team to get in the room and hash out what they want the business to look like in three years from now or four years from now, or whichever vision length is right for your company.
Session three is the talent planning session. You will plan out what your functional structure needs to look like by the end of your vision to achieve that vision.
What functions or roles are needed? What is the most effective functional structure we need to accomplish our vision? Then you finalize the vision and talent plan and move onto phase three.
Phase 3: This phase is known as the department planning phase. This is where each department puts together their action plans to work on the business, not in the business, but on the business. This will help all departments stay aligned while working towards achieving the vision and accelerate your progress.
If you are a smaller company and don’t think department planning will be effective for you, list out the top 20 action plans that you and your team will get done “ON” the business to accelerate the business forward.
Phase 4: Phase four is the communication of the vision and talent plan to the rest of the organization, and if applicable, to the board, advisors or investors. This is to get the rest of your team on board with the vision and talent plan and having the peace and comfort of having a plan cascade its way to everyone on your team.
Final Phase: This phase is all about execution. The leadership team will meet monthly to review the financials, metrics, action plan competition, and talent development.
This was a high-level overview of our vision and talent planning process. I hope this sheds light on the importance of not only having a vision for your organization but having a talent plan to achieve that vision.
There are very few things you can’t achieve with the right vision implemented by the right talent.
If you’re ready to create a vision and talent plan for your company, you can head over to our resource page and get all the templates and documents needed to complete a vision and talent planning process.
If you need assistance on completing a successful vision and talent planning process, let us know at firstname.lastname@example.org and we can figure out how we can best assist you during the process.
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