Tips for creating an effective talent development program

How can you develop in-house talent and work on team bonding at the same time? It turns out that learning how to create an effective talent development program could be just what you need to bring your team together and hit all your targets for the upcoming year.
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How do you develop a talent development program?

The first step in creating an effective talent development program is to figure out who’s in charge. You need someone who can both launch and monitor the program, communicating expectations to employees and measuring progress as needed.
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Once you have that point person in place, focus on the following program components:

Identify employees with talent that can be developed — remember, this is about natural talent, not already honed skills
Set aside time daily, weekly, and/or monthly for coaches and mentors to work with their talent
Provide a variety of dynamic training opportunities that include lots of real-world experience, skill-building exercises, team bonding events, and continuing education both in-house and via third-party companies that specialize in talent development
Track each individual’s progress and participation to see who is putting in the work and how that investment is paying off
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What makes a talent development program successful?

For a talent development program to be truly successful, talent development needs to be a part of your company culture. Goals should reflect an organization’s core values and there should be a deep understanding at every level of the company as to why talent development is important, what the program entails, and what opportunities are available to those who not only participate but who really give the program their all.

The most successful talent-building initiatives start at the top. That means leaders — including those at the C-suite level — act as role models but also as people eager to further develop their own talent.

This could look like this:

Leaders sharing their own talent development journey and outlining what they’d still like to work on or learn
Asking questions and starting conversations around skill-building and talent development rather than always “talking at” employees
Coaching lower-level employees, both formally and informally
Creating training opportunities and taking advantage of those opportunities that pop up organically
Living out shared company values to show team members what they’re a part of and why it’s worth their time to strive toward a future with the company

There is software available to help you gauge how your talent program is impacting job performance, employee morale, and productivity, or you can bring in an expert who knows exactly how to quantify progress and foster continuous improvement.

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Will a talent development program help with team bonding?

In short – yes! Talent development and team bonding go hand in hand. When you help employees understand their talents, they’re better able to contribute in group settings, support their coworkers, and work cooperatively toward a common goal.

Talent development can also:

Reduce employee turnover by helping struggling team members feel more valued and involved
Reduce errors and increase productivity
Increase employee engagement, which studies show has a direct influence on employee satisfaction and performance

Ready to discover new ways to boost morale and increase productivity? Check out KeepWOL’s talent development solution. Book a call today to find out more!