6 Steps Strategy to build an Internal Talent Pool

#1 Review Business Strategy

Get the key business objectives & create an iterative & flexible approach to develop talent in alignment with company priorities & values

#2 Identify Key Competencies

Competencies key to attracting new customers, growing & expanding business such as opportunity sensing, solutioning, critical thinking need to be nurtured in the internal talent pool

#3 Identify Key Roles

High-cost, high-value roles with high customer focus and/or a high turnover must be reviewed to find time & cost to build the internal talent pool competence for them

#4 Evaluate & identify Skill Gaps

Identify prominent skill gaps via evaluations, related assessments, employee performance data, manager evaluations and interviews

#5 Curate Learning & Development Programs

Curate high impact L&D programs, both internal & external, reinforced with leadership coaching, mentoring & feedback for key skill gaps observed

#6 Incorporate feedback

Strengthen Internal Talent Pool strategy via frequent & consistent feedback from the employees and other stakeholders with appropriate corrective actions

To learn more about the Internal Talent Pools and their criticality in retaining high performers, read Internal Talent Pools