Talent that Accelerates Performance

Here’s the reality. Talent is developed 70% on the job, 20% through relationships, and 10% in programs. That’s why we offer more than a talent program. We offer experience-driven talent management that’s directly aligned to your business strategy. Our holistic approach means we look at roles in the talent system and the practices that enhance them. We ask things like: What does the CEO need to be doing? The line manager? What are all the lenses they need to overlay onto the current talent system in order to enhance it?

Then we link talent to performance and execution to create results that matter.

 

Experience-Driven Talent Management is when experience—carefully designed and executed—becomes the core driver of learning in the organization.

Working and learning are no longer separated but bound together, aligned with the business strategy and shaped by a talent strategy.

All talent processes enable and support learning from experience and people throughout the organization play important, but different roles.

 

What we do

Experience-Driven Talent Management is when experience—carefully designed and executed—becomes the core driver of learning in the organization. Working and learning are no longer separated but bound together, aligned with the business strategy and shaped by a talent strategy. All talent processes enable and support learning from experience and people throughout the organization play important, but different, roles.

Our process

Our approach has three distinct phases, with distinct measurable outcomes:

  • Talent audit aligned with your business strategy
  • Experience-driven talent management plan development and implementation
  • A second talent audit to quantify progress and levels of engagement

Maybe you’ve already started a talent management process, but are disappointed with the results.  Talk with us.  We’ll meet you where you are.

Results

When experience-driven development is part of the organizational culture and embedded in all of talent management, you’ll see things such as:

  • Senior leaders who support stretch and rotating assignments as a key strategy for developing employees.
  • Performance management plans and practices have, as their foundation, individual learning and growth.
  • Employee development plans that include on-the-job experiences, not just formal programs.
  • Highly-valued employees being routinely exported to other parts of the organization, rather than siloed or hoarded.
  • Development opportunities considered when making decisions about how to staff key projects.

Why CCL

We expedite talent development by putting experience at the center of the process. Grounded in our pioneering research with tens of thousands of managers and leaders around the world, we help you use leadership to grow the people who can implement your business strategy.

With CCL’s Talent approach, you can engage and develop the talent needed to execute your vision for the future.

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