Talent Management Insights
Positioning your business for sustained organizational leadership and transformational performance

Essence of Talent Management

Effective talent management is at the heart of any successful succession planning and management. It is central to sustaining organizational change, leadership, and performance. But you should integrate the talent management systems with your organization's mission, vision, strategy, and competitive environment.


Let us explore how to review and develop your talent management systems and programs holistically,—and make them fit for purpose.


Read About Succession Management Systems Review
Talent Management

Effective talent management is central to sustaining organizational change, leadership, and performance. But you should integrate the talent management systems with your organization's mission, vision, strategy, and competitive environment.

Talent Management System - Insights
Talent Management

The core values an organization and its key people subscribe to define its character and are central to the essence of its business, management, operations, and transactions. The same holds true for core values underlying talent management projects—particularly for them to sustain organizational leadership and change.

Talent Management - Core Values
Talent Management

To be fit for purpose, talent management systems should be integrated with business strategy, workforce planning, succession planning, performance management systems, and organizational culture building, and leadership development.

Talent Management System - Criteria
Talent Management

To get the best talent management system for your business or organization, think in terms of its strategic fit, and insightfully review your current talent management system, model, practices and programs for organizational integrity, strategic and competitive relevance, cultural impact, sustainability, and organizational ownership and commitment.

Talent Management System - Criteria
Talent Management

To be sustainable, talent management practices and programs should be integrated with an organizational culture that promotes organizational integrity.

Talent Management - Programs
Getting the best talent management system for your business or organization

Effective Talent Management
Systems Review

To be fit for purpose, talent management systems should be integrated with business strategy, workforce planning, succession planning, performance management systems, and organizational culture building, and leadership development.

A 'total organization' or holistic perspective should be taken—with consideration for the organization's strategic and competitive needs for the right type of leadership and talents to attain and sustain organizational leadership and transformational performance.


To get the best talent management system for your business or organization, think in terms of its strategic fit, and insightfully review your current talent management system, model, practices and programs for organizational integrity, strategic and competitive relevance, cultural impact, sustainability, and organizational ownership and commitment.

Facilitating Strategic Relevance of Talent Management Systems

Organizational and Strategic Awareness

To make talent management fit for purpose, it should be linked with the business strategy—taking congnizance of the competitive environment and the organizational culture.

This would involve finding real time, and business-linked answers to such questions as:

  1. What drives the business' or organization's corporate vision today—or traditionally—and what are the implications for strategic talent management?
  2. What is changing, and what should the business or organization be changing, talent-management wise?
  3. What steps are being taken—or have been taken—to integrate succession planning and succesion management with executive leadership development and talent management? What results is the organization getting? What could be done differently?

Creating and Promoting the Talents for the Future of the Business

Leadership Development and Talent Management Model

The talent management system should help create, develop or promote executive leadership teams and key people to sustain the future of the organization in business. Therefore, interrogate the current talent management model, practises and programs on such questions as:

  1. What skills and talents do the organization's key people possess?
  2. What key skills and talents does the organization need to achieve strategic advantage in 10-15 years?
  3. What is the organization currently doing to promote or develop the skills and talents needed in 10-15 years?
  4. What are the alternatives that the organization should be considering—and how should it be implementing them—to promote or develop the skills and talents needed in 10-15 years?
  5. What programs of leadership development should the organization embark upon to enhance the pipeline of talents and leaders across all business units and levels for competitive advantage and organizational leadership

Sustaining Valid and Reliable Talent Management Systems

Organizational Culture and Talent Management Practices

To be sustainable, talent management practices and programs should be integrated with an organizational culture that promotes organizational integrity.

Therefore, review and assess the current talent management models, programs and practices, based on such questions as:

  1. To what extent is the organizational culture fostering integrity, self-leadership and self-empowerment—and promoting effective organizational synergy and harmonious functional interdependencies?
  2. What are the underpinning assumptions of the current talent nanagement models and practices?
  3. What is the organization currently achieving with the models and practices?
  4. What are the alternatives?
  5. How is integrity being promoted or sustained in talent management practices and programs?
  6. Given its strategic vision of organizational performance and leadership in 10-15 years, what should the organization be doing differently?
  7. What results is the organization getting from its skills audit, talent management, and performance management systems and reports?

Proactive collaboration and productive engagement

Technical Assistance and Partnership

Need our technical assistance or partnership on employee management systems review and development? Get Help:info@odsynergy.com

Contact Us