Nurturing Talent in Your Organization

Nurturing Talent in Your Organization

Nurturing Talent in Your Organization is an ongoing process at all levels of leadership and applies to every level of the organization.  Joe Willis, one of our instructors who teaches, “Inter-Cultural Skills and Leadership” wrote a blog post on another blog about nurturing talent.  That entire post can be found here.  This same general framework can be used to help chart a training path for officers and employees in your organization.

Here are the key points:

Nurturing in this sense consists of creating an environment within an organization that will foster growth and intrinsic desire among the talent pool to continue to serve.  Nurturing occurs in in six stages.

  1. Assessment

When we assess members of our organization we measure them against four criteria.  These should be measured against a consistent and fair standard for all employees but the algorithm by which they are applied will vary from one organization to the next.

Ability, Capability, Willingness, and Demonstrated performance.

  1. Talent Mapping

During this phase, the employee and their supervisor candidly discuss the aspirations of the employee in context to the needs of the organization.  In any organization, there are various pathways employees proceed along during their tenure.  These are simply divided into leadership roles and specialization roles.  Often times during assessments supervisors find it difficult to avoid their own biases and perceptions about an employee’s aspirations regarding talent mapping.  It’s important during these conversations to truly embrace all possibilities for potential service to the organization.

  1. Talent Review

An employee talent review is a multi-faceted, multi-echelon event.  Although this is different than a performance review it could go hand in hand with one.  During a talent review the manager, HR, and employee work as a team to determine his or her weaknesses and strengths.  While HR and Management, work to identify talent gaps that have either been created or filled by this employee.  They make a determination as to where they believe the employee has the potential to best serve the organization at this point.

  1. Counseling

After a talent review the employee’s supervisor conducts a One-on-One (O3) counseling session with the employee to provide a candid review of the organization’s perceptions about the employees; willingness, ability, capability, and demonstrated performance.

  1. Talent Plan

With the help of HR and senior managers, the employee’s supervisor then prepares a Talent Development Plan with the employee to ensure that both the employee’s aspirations and the organization’s goals are realized.


Law Enforcement Leadership Training From Team One Network

Team One Network offers several standard-setting courses to improve the leadership abilities for members at all levels within an organization.  In addition to the aforementioned, “Inter-Cultural Skils and Leadership” which, addresses the Art and Science of leading in any organization we also offer several other leadership and command courses; “Event Management for Public Safety Personnel,” “Critical Incident Commander,” “School and Workplace Violence Workshops,” “Tactical Commander Course,” and “Tactical Team Leader Course.”