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Talent Management Update November 2010 |
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You'll notice the new look we have. Although It's been a year of
uncertainty, we continue to invest in the development of our Talent Management
products to keep them ahead of the pack. We would also like to share with
you details of successful customer implementations. We have some great examples
of our customers taking their talent management to the next level! We have exciting news about what we believe will be a highly valuable element of 360 feedback sessions going forward: our PAPU NANU approach (no, not named after a Polynesian island, it stands for – Positive:Aware, Positive:Unaware, Negative:Aware, Negative:Unaware) – and will help to structure the 360 session. Our clients are doing some great things with Talent® and you can read about this in the case studies we feature here. We are also pleased to welcome two new Consulting Partners – Roger Grice Associates who are HR specialists in the Oil & Gas industries and AtWork, our first Hungarian-based Partner. This year we're off to the CIPD Annual Conference and Exhibition where we are showcasing two of our new modules for Talent®. You can find out how they measure employee engagement and check that, in a world where job roles change and shift, the person in the role continues to have the skills needed to deliver. If you are going to Manchester to the CIPD exhibition, do drop by our stand – G65. Finally, thank you to all our loyal customers. We enjoy working alongside you and seeing the real impact that new talent processes and information make to your people. We never take you custom for granted and always welcome feedback. Enjoy the newsletter and please contact us to discuss any of the items in more detail – either by phone on 0845 054 2364 or by 'replying' to this email and we'll get in touch with you. |
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Taking feedback to the next level |
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It'll be no surprise that we are always looking to develop the feedback experience for 360 reviews. We believe that the real value of 360-degree feedback is gained only when the feedback is understood, accepted and acted upon and anecdotal evidence from our customers suggests that it's the face–to–face feedback session which is the critical element of change. In the past, the JoHari window has been a popular way to help people build their self–awareness and understand how they can interact more effectively with others – but it does have its limitations. Even the most sophisticated of 360 degree feedback processes cannot identify things of which neither the individual nor others are aware, so it does require skill and experience to uncover the aspects of behaviour or performance that are in the 'unknown' pane. Debbie Hance, Head of Business Psychology at Head Light Communications, has built on this and developed our own version called PAPU-NANU (Positive:Aware, Positive:Unaware, Negative:Aware, Negative:Unaware). Developed through years of experience of facilitating 360 feedback discussions, PAPU-NANU uses deliberately positive language and highlights the most useful bits of feedback. It's essentially a way of categorising, prioritising and distilling 360 degree feedback giving you a structure to 'organise' the feedback into four categories – clear strengths; good news; agreed development areas; hidden talents. Debbie Hance has written about this new approach and you can read the full article here. |
Five police forces in the East Midlands collaborate |
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The forces of Lincolnshire, Northamptonshire, Nottinghamshire, Leicestershire and Derbyshire will run cross–regional assessment and development programmes as well as local programmes tailored for their own forces. The reviews will make use of both the Chartered Management Institute's indicators of performance and the well–respected Police Officer Leadership Potential assessment developed by Head Light Communications for Hertfordshire Constabulary. |
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This adds to the growing number of police authorities using the Talent® system. Read about how Thames Valley Police and Hertfordshire Constabulary have deployed it. |
We announced recently in the trade press the decision by East Midlands Police Collaboration to select Talent 360® as part of their Leadership and Management development work.
Talent En–Gauge and Talent Safeguard – two new additions |
After restructuring and redundancy, the engagement levels of those 'survivors' can be low - and yet they are just the people you need to keep on-board to help take your organisation forward. There may be more cuts coming: more disruption and more uncertainty. Engaging with your staff and taking them with you will be crucial. |
Talent En–Gauge takes measuring employee engagement to a new level. It supports customisable engagement questionnaires, lets you use your own employee engagement model should you want to and allows you to analyse the information however you want to. Take a closer look at Talent En-Gauge |
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Roles develop and change – and people find themselves still in the same role but doing quite different activities and needing quite different skills and competencies. Talent Safeguard helps you to make sure that those currently in a role continue to have the skills needed to do that role and ideal to identify key areas of skill need to meet compliance requirements and to plan development accordingly. Take a closer look at Talent Safeguard. |
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CIPD Annual Conference and Exhibition, |
Forward Planning, Forward Thinking, Forward Moving is the theme of the CIPD Conference – and we fit right alongside that! We'll be on stand G65 in Manchester at this year's exhibition, so do come and see us and our new products to talk about how they may be of value to you. For more information about the conference or exhibition visit the CIPD website |
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West Midlands Police – Getting started with 360 |
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Nick Savage, West Midlands Police talks about their experiences in getting up and running with Talent 360. | ||||||
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Other client news |
We're proud of our customers and what they achieve. Here we showcase another two new case studies. |
Looking at talent across business unit groups at Trapeze Group UK |
Trapeze Group UK is one of the leading providers of high quality, cost-effective transportation software which helps plan, deliver and manage vehicle and transport services across the public and community sectors. Structured into five separate business units and each headed up by a Business Unit Director, Trapeze Group UK wanted a 36 tool to support and enhance the performance and development reviews of those across the business groups. But they also wanted to be as self-sufficient as possible so worked with us at creating their own Talent 360®. Read the full case study here. |
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Identifying talent at Travis Perkins |
Travis Perkins is one of the largest suppliers to the UK's building and construction industry with a network of more than 600 branches. It has an established heritage for growing and promoting its own talent with around 68% of its most senior people having joined the company at entry level. The team at Travis Perkins recognised that the business was changing and wanted to revisit the skills and competencies needed from Regional Directors – and create a more managed and objective way of identifying the people to do this role. Read the full case study here. |
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Partner News |
In line with our strategy of selecting niche, specialist and value–added service providers and partners we announce two new members to the Head Light Communications community. |
Roger Grice Associates Ltd is an independent training and development consultancy specialising in the design and delivery of competence and performance management solutions for Oil and Gas, Manufacturing and the Energy sector. Their clients include organizations such as Compania Operadora de LNG del Peru, CORUS and Exxon Mobil. Their consultants provide specialized knowledge and experience in both business and technical areas. Working with Head Light Communications and using Talent 360®, they will be providing their clients with people development solutions to improve the effectiveness of managers |
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At Work Ltd. was founded in 2001 and is well–known for its high–quality human resources services. They specialise in recruitment, contract⁄interim staffing and competency testing and their customers include the largest energy suppliers in Hungary. Their Competency Testing Practice includes the design and delivery of Development and Assessment Centre programmes, testing with the Vienna Test System, situational interviews and organisational diagnostics programmes. They will be introducing Talent 360® to the Hungarian market, to provide their clients with localised, bespoke 360–degree review services and support. |
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You can read about how one of our Consulting Partners – Optima – is already using the Talent® system to launch their own intellectual property. As a business relationship consultancy, it helps its clients develop amazing business results and has developed its own diagnostic tools which now run on the platform and are branded in the Optima livery. Read the full case study here. |
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Another client of ours, Improvement and Efficiency West Midlands (IEWM) supports local public sector organisations in their drive to increase efficiency and improve services. These Partners of IEWM then are able to benefit from collective service development, procurement and delivery in areas such as senior leadership. IEWM has developed a number of 360-degree questionnaires which run across the Talent® system. IEWM has its own system set-up configured for Partner use and each Partner has been able to choose whether to up-skill and learn how to manage the system and carry out the feedback themselves or be supported by IEWM. Read the full case study here. |
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A new website |
Our new look comes to life with our new website. We're excited about it – it's been a long time coming. |
Resources update |
Our website is home to a range of briefing papers, good practice guides and articles. Why not take a look at: Feedback Session Questions This Good Practice Guide is aimed at helping Human Resources practitioners improve the outcomes from talent management processes by providing a structure and outline for a feedback session following a 360-degree review. With a little adjustment, it also provides good guidance for an appraisal meeting. Talent Management White Paper – our view on the importance of a talent management strategy, how to implement this and the pitfalls to avoid. Visit our information page to request any other paper, guide or article. |
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