Talent Management (for Leaders) Definition: Clearly establishes and communicates expectations and accountabilities; monitors and evaluates performance; provides effective feedback and coaching; identifies development needs and helps employees address them to achieve optimal performance and gain valuable skills that will translate into strong performance in future roles Unsatisfactory Successful Performer - Successful Performer Successful Performer - Exceptional Performer Performer Minus Plus Establishes departmental Establishes departmental Establishes departmental Establishes departmental Establishes departmental and individual goals, but and individual goals; goals but does not and individual goals; clearly and individual goals; consistently anticipates issues and doesn’t establish or communicate communicates directs individuals to focus communicate individual concerns associated with individual accountabilities departmental and individual on the most vital accountabilities toward individual accountabilities toward reaching those goals and accountabilities departmental goals to reaching those goals for goals and proactively goals maximize personal success addresses those within the department Monitors employee Does not consistently May need reminders or Provides adequate Monitors employee progress and makes provide employees with the assistance to provide resources for employees to progress and proactively adjustments in resource resources they need to employees with the accomplish their goals up makes adjustments in allocations as needed; accomplish their goals resources needed to front and upon request of resource allocations; removes barriers to help accomplish their goals; employees; attempts to proactively removes accomplish team goals consistently remove barriers as needed barriers to help accomplish doesn’t recognize barriers to goal to help accomplish team team goals accomplishment goals Monitors the “right” Does not monitor Monitors performance Monitors the Monitors the “right” “right” performance measures; performance measures on results, although may have performance measures; performance measures and gives frequent and candid a regular basis and is slow difficulty identifying the gives frequent performance provides updates to performance feedback on to confront or address measures to feedback on how management; gives “right” how employees are doing under-performers monitor; gives infrequent employees are doing their frequent and candid their jobs; consistently performance feedback to jobs; takes appropriate performance feedback; takes action on employees; occasionally action on under-performers demonstrates courage by performers fails to take action on taking resolute action under-performers against under- performers Consistently coaches Fails to take responsibility Occasionally coaches Coaches individuals and Inspires others to individuals and teams to for coaching and individuals and teams to teams to strengthen their strengthen their coaching strengthen their developing others strengthen their performance skills to drive overall performance performance organization objectives
Talent Management (for Leaders) Definition: Clearly establishes and communicates expectations and accountabilities; monitors and evaluates performance; provides effective feedback and coaching; identifies development needs and helps employees address them to achieve optimal performance and gain valuable skills that will translate into strong performance in future roles Unsatisfactory Performer Successful Performer - Minus Successful Performer Successful Performer - Plus Exceptional Performer Establishes departmental goals but does not establish or communicate individual accountabilities toward reaching those goals Establishes departmental and individual goals, but doesn’t consistently communicate individual accountabilities toward reaching those goals Establishes departmental and individual goals; clearly communicates departmental and individual goals and accountabilities Establishes departmental and individual goals; anticipates issues and concerns associated with individual accountabilities for goals and proactively addresses those Establishes departmental and individual goals; directs individuals to focus on the most vital departmental goals to maximize personal success within the department Does not consistently provide employees with the resources they need to accomplish their goals May need reminders or assistance to provide employees with the resources needed to accomplish their goals; doesn’t consistently recognize barriers to goal accomplishment Provides adequate resources for employees to accomplish their goals up front and upon request of employees; attempts to remove barriers as needed to help accomplish team goals Monitors employee progress and makes adjustments in resource allocations as needed; removes barriers to help accomplish team goals Monitors employee progress and proactively makes adjustments in resource allocations; proactively removes barriers to help accomplish team goals Does not monitor performance measures on a regular basis and is slow to confront or address under-performers Monitors performance results, although may have difficulty identifying the “right” measures to monitor; gives infrequent performance feedback to employees; occasionally fails to take action on under-performers Monitors the “right” performance measures; gives frequent performance feedback on how employees are doing their jobs; takes appropriate action on under-performers Monitors the “right” performance measures; gives frequent and candid performance feedback on how employees are doing their jobs; consistently takes action on Monitors the “right” performance measures and provides updates to management; gives frequent and candid performance feedback; demonstrates courage by taking resolute action against under- performers Fails to take responsibility for coaching and developing others Occasionally coaches individuals and teams to strengthen their performance Coaches individuals and teams to strengthen their performance Consistently coaches individuals and teams to strengthen their performance Inspires others to strengthen their coaching skills to drive overall organization objectives performers