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w9-Developing the Talent You Have: Strategies for Training and …

- - - - • They align employee training with business strategy.
      - ·They assure a continual upgrade of internal knowledge.
- - - - skill training
        ?enriching
        assignments
        ?mentoring
        
        measurable gap
        
        Skills and
        experience
        needed for
        new position
    - - • What career ladders are available to your valued employees
        right now?
        • Are they aware of those ladders and taking advantage of them?
        • Have you identified and made some provisions for the skills
        and experiences that your charges will need to climb to the
        next level?
        • Who, if anyone, is currently stuck on a plateau? What can be
        done to get them off the plateau?
        As a manager, it’s your responsibility
  - - - • can empathize with an employee facing special challenges (for
        example, a female executive mentor for a female employee in a
        largely male organization);
        • have a nurturing attitude;
        • exemplify the best of the company’s culture; and
        • have rock-solid links to the organization.The last thing you
        want to do is develop a bond between a promising employee
        and a potential defector; nothing could sour the employee’s
        outlook on the firm more decisively than to see his trusted
        counselor take a walk.
  - - - • Identify C performers.
        • Agree on explicit action plans for each C performer.“Certainly,”
        they write,“some C players can improve their performance
        substantially if given the direction and the developmental
        support do so.”10 This is where the kinds of skill training
        we’ve described in this chapter may be most effective.
        • Hold managers accountable for the improvement or removal of
        C performers.