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There’s No “I” in “TEAM” and Talent Reviews Can Help

Posted by Marcie Van Houten on April 1, 2011


So many top companies are expanding thier use of talent review meetings more broadly and deeper into thier organizations.  I mean if it’s good for the top executives, it’s got to be a good practice for other critical areas and roles too.

I just read an article in the latest McKinsey Quarterly entitled “Three steps to building a better top team” that got me thinking about the use of talent reviews to enable building a better team.  Talent reviews focus a lot on the individual and ensuring everyone is on the same page about the talent in the group.  And well run talent review meetings also ensure that part of that conversation is about the development needs of the talent.  Talent reviews are also a great way to ensure you have the right skill mix, seniority, geographical focus and other key attributes for the particular team you’re looking to staff.

“Get the right people on the team … and the wrong ones off” speaks to the benefits a talent review can bring not only to building a good team, but also tweaking the team make up when needed.  For critical teams you should reassess the team via talent reviews on a quarterly to half yearly basis to ensure the team is staffed to its best potential for success.  You’d hate to wait a year before reassessing and realize that there was a major flaw in the staffing of the team which resulted in less than stellar achievements.

I’m in love with talent reviews.  They are just so darn versatile and can be used to support such a wide variety of business and HR needs.  If you’ve not conducted one in your organization, get started now.  Start small if you need to and build the practice.  You’ll love the results.

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