Six things to incorporate into your talent plans for the new year
It’s often said that “your people are your greatest asset.” But in fact, your greatest asset is the right people with the right resources and knowledge in the right jobs with the right goals and the right motivation.
Doing talent “right” can’t be done haphazardly; doing it right requires having a strategy. Here are some things to think about as you develop your plan for the new year.
- Strengthen your talent team. This means building the knowledge of the person—or people—in your organization charged with talent management. In some cases, the CEO takes full responsibility for the HR function. In others, the CEO teams with a chief human resources officer, chief people officer or chief talent officer to lead the way. In addition to building the knowledge of each person on your talent team, it’s also important to strengthen the relationship among team members.
- Consider all aspects of your talent operation as you create your strategy. This includes everything from recruiting to diversity, equity and inclusion to performance appraisal and management.
- Set goals that are actionable, achievable and measurable. Don’t be afraid to set a stretch goal or two, but when you do, think about how to break down your big goals into manageable sections. Of course, talent development gets down to setting goals for each team member, too. You can download this free individual development plan template to aid your efforts.
- Refine your plan as you go. Use HR analytics to support your efforts.
- Get outside help when you need it. Good consultants have knowledge and experience that complements the skill sets, work environment, and culture you have in your organization. If developing and executing a people strategy is new to your organization, bringing in someone with a track record of success can be a great move.
- Don’t forget that this is about people! As you’re creating strategy, measuring progress and interpreting your analytics, remember to also talk to your staff members and hear their perspectives about what is going well—and what could be improved—about the state of learning and development in your organization.
The fact that credit unions are built on the idea of “people helping people” is a real strength and has multiple meanings. You don’t have to do talent strategy alone. You can talk about it with your peers. Our new 2022 Talent Development Conference, slated for May in Austin, Texas, will be a great place for CEOs and their chief talent, people or HR officers to strengthen their knowledge and working relationships. It will also offer phenomenal opportunities to network with other talent development leaders in our industry. Watch for more news about this event in the new year—and I hope to see you there!
Since joining CUES in March 2013, John Pembroke has played a leadership role in developing and launching a new direction in CUES’ strategy, branding and culture. Under his guidance, CUES has revamped its membership structure and launched new institutes. Additionally, CUES has expanded its market further into Canada and the Caribbean. Pembroke’s experience includes 25 years in financial services, marketing and e-commerce. He also has served as chief marketing officer at PSCU Financial Services, St. Petersburg, Florida. Pembroke holds a B.S. in Economics from the Wharton School of Business of the University of Pennsylvania and an MBA in Marketing and Policy Studies from the Booth School of Business of the University of Chicago.