Jim Bitterle, Managing Partner of EDSI Consulting, presented at ASE’s 2016 Talent Symposium on the topic of growing your own talent. Check out the video recording if you were not able to join live!
Have you heard the phrase workforce planning? What about strategic workforce planning? This catchphrase is changing the HR game and offering a glimmer of hope in the war for top talent. It’s also creating some important and interesting dialogue within the C-Suite.
How is this possible, you ask? Strategic workforce planning (SWP) helps connect a company’s core business goals with its most important asset: people!
In its most basic form, workforce planning determines what an organization needs in terms of the size, type, experience, quality, skills and knowledge of its workforce in order to achieve primary business goals. The term strategic further defines the timeframe of the planning activities. Think system-wide organization and strategy vs. work-unit issues at a supervisor level.
Jim Bitterle, Managing Partner of EDSI Consulting, was invited by Tom Borg Consulting to talk talent! Tune in to this podcast recording to learn more about EDSI and how to develop talent in your organization.
Has your organization ever gone “Unicorn Hunting?” If so, it probably played out like this:
- Somebody within the organization decides that you need to go find a mythical and elusive unicorn
- You post ads trying to get a unicorn to wander in off the street and when no unicorns appear, you send people out to try to hunt for one
- After a lengthy and futile search you get frustrated because you don’t find any unicorns
- The moment you decided to give up on the hunt, you finally find a unicorn
- Five different people want to weigh in on whether this is the best unicorn you are going to find and the best way to capture the unicorn
- By the time everyone agrees that this is in fact the best unicorn, and agrees on the best way to capture the unicorn, the unicorn has wandered off
- After several months of searching for another unicorn, you decide to go find a horse instead (which is WAY easier)
- Once you find a horse you like, you realize that the horse can do just about everything you needed the unicorn to do, and that you never really needed a unicorn in the first place
My wife and I are currently in full-on nesting mode as we prepare for the arrival of our second child. Throughout this nesting process, I have had the chance to reflect on the twenty months that have passed since our first son, Alexander, was born.
If I am being honest with myself, I was terribly inefficient at so many things during those first few months after our son was born. Everything from changing a diaper, to installing a car seat, to setting up and breaking down a pack-and-play took WAY longer than it does today. So what changed? Practice, practice, practice.
Luckily for me (and probably 95% of new parents), you don’t have to pass an interview or a test to get the job.
Jack Welch has a great quote, “The team with the best players wins.” For some, he could be referring to baseball or football, but in business we know the most important team is within the walls of your workplace. Your company likely spends lots of time and money finding people with the skill sets that most closely match your company culture, the challenge is keeping them.
What is the best approach keeping your best talent and avoiding having them swooped up by your competitors? What makes employees want to stay? Here are a few things to consider:
In its basic form, succession planning is a way to identify and develop professionals entering a leadership position. Transition is undoubtedly something every organization experiences - the ebb and flow of people entering and exiting various roles. Some organizations have mastered a process of continuous succession planning. Yet, many small and medium size businesses remain unprepared for sudden or imminent changes that require immediate action.
EDSI has identified a succession planning process to successfully address changes like retirement and loss of key people. The process focuses on the collection and analysis of specific data, allowing for highly customized solutions. One major focus of this process is certainly communication. Communication builds trust and subsequently reinforces a message to employees that their skills and experience are valued.
I was recently introduced to Dan & Chip Heath’s concept of “bright spots,” and I wanted to take a moment for reflection.
To watch Dan’s four minute video and read the article about this topic on Fast Company, please click on the following link:
Here’s a small excerpt to illustrate the concept introduced in their book, Switch:
Let’s say your kid comes home one day and shows you this report card.
EDSI has given me a chance for a new beginning. I was a 26-year employee at a Fortune 500 company. Through changes and acquisitions, the company was sold and I needed to make a life decision – should I retire, or move to a new company? As the saying goes, “when the going gets tough, the tough get going,” so I decided to seek a new career. I joined EDSI in August 2015 as a Talent Engagement Specialist in North Carolina.
Founded in 1979, EDSI is a national leader in workforce development, customized training and consulting.
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