Purposeful Talent Development: Use data to hit bullseyes

There’s deep value in knowing what knowledge, skills and abilities drive your credit union’s success.

The leaders of most organizations that I’ve worked with in my career don’t really know what they need from their talent. They might know what tasks need to be accomplished to keep the business running. But they typically don’t know which competencies are the ones their team members leverage to drive the business success.

Why Clarify Your Organization’s Unique Talent Needs

There are lots of good reasons to find out. Once you clarify  your teams’ success profiles,  you can drive your organizational success by developing people in ways that help them do their current jobs better—and prepare them to move into managerial and leadership roles.

In other words, by articulating the unique combination of knowledge, skills and abilities that works best for your credit union, you can build a successful, research-based talent development program and create a solid succession plan that has the backing of deeper bench strength.

Said another way, once you know what your targets are for knowledge, skills and abilities at each level in your organization, you will be able to identify where the skills gaps are. This  makes it easier to develop your team to fill those gaps.


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