Maximise your team's potential
Refine your communication skills by learning to harness your emotional intelligence with one of the UK's most acclaimed management training courses.
What gets in the way of developing and holding on to new communication skills are old habits of thinking and speaking. Even if the advice is very good the reason why it rarely sticks are the mental habits people inevitably revert to, especially under pressure.
Unlearning those old habits and internalising a more effective and lasting approach to communication needs more than a short course of lectures on how to do it.
What makes this training stand out is the exceptional support through one-to-one coaching sessions and continuous feedback. Changing behaviour is not an easy task as old habits are hard to break.
With a 40-year track record we can help you cultivate practical skills, and build your confidence to so you can successfully navigate real-world challenges, ensuring lasting behavioural improvements.
Join thousands of participants getting results
"What I love about this course is that I didn't just learn about the topic, this course is about ME. I'm confident I can reliably use my new skills, even when under pressure".
A Project Manager At A Tech Company
"A lesson for life! The power of effective communication is incredible when one masters the skills "listening with empathy" and "speaking assertively"
A Project Quality Engineer
Well-known companies who have used this course again and again, over many years
Are you feeling the challenge of keeping your brightest talents from being lured away to another company? It's a common worry, and it prompted us to delve into the intricacies of talent management.
This training course is designed to share with you some savvy strategies that are not merely about attracting top-notch individuals but also about fostering their growth and ensuring they remain part of your team. You can make your workplace a true constellation of brilliance where everyone shines together.
You will learn a set of powerful emotional intelligence communication techniques so that you can manage difficult conversations, handle challenging situations, build relationships and set firm boundaries.
The goal of this training is to equip you with the tools you need to build strong, lasting relationships in your professional life, although because these skills are so transferable many clients report vast improvements in their personal relationships as well.
This is a skills development rather than just a theoretical programme, so the emphasis throughout will be on you taking turn after turn, practising your skills, while receiving feedback and coaching about your effect on others.
In your coaching sessions you will be helped to practise dealing with the kinds of situation you find challenging, again and again, until you are confident you can do it successfully.
We'll combine practical, hands-on experience with video replay and analysis and discussion of the principles involved to help you gain both skills and understanding. Special attention is paid to your individual training needs, so you can practise your skills in real-life situations that you have to handle at work.
That's why as well as your place in a small group, this training includes a generous amount of private and confidential one-to-one coaching sessions online, spread over several months, ensuring an exceptional level of support. This will ensure the changes you make are sustained over a longer period of time and any obstacles are overcome. Choose between online training available worldwide, or in-person face-to-face courses in the UK.
For a list of upcoming course dates (for online coaching and face-to-face training), the locations of the next 3-day public courses in the UK and pricing Click here.
This initial coaching session serves as an introduction to the "Skills with People" course, allowing you to understand the course's relevance and effectiveness for your specific needs before committing to it.
Talent management, at its core, is the strategic art of attracting, developing, and retaining skilled individuals who can drive an organisation towards success. It's about recognising that our people are our most precious asset—nurturing their growth to unlock innovation and maintain a competitive edge.
Talent management is all about finding, keeping, and growing the people who can make a company shine. It's like having a game plan for building a team of stars; we spot the best players, teach them new tricks, and cheer them on so they stick around.
Our goal is to create an environment where talented folks love their jobs and keep getting better at what they do.
Think of it as nurturing seeds into a thriving garden. We're always on the lookout for fresh talent that fits just right with our company's vibe. From there, it's about giving them room to grow - through training programmes and mentorship! The aim is to have a crew that’s top-notch at their game which means our business can knock it out of the park too.
We know our people are our biggest strength. That's why we put so much effort into talent management. It's all about finding, keeping and growing the folks who make our business thrive.
We focus on recruiting top talent and making sure they stick around by offering them ways to improve their skills and keep moving up in their careers.
Our team gets that managing talent is key for success. It shapes how well we do as a company. When everyone feels valued and knows there are chances to get better at what they do, they work harder and smarter.
This means better results for us all around – from how much we sell to how happy our customers are.
The talent management process is like a journey we take our team on. First, we look at what jobs need filling and then go out to find the right people for those roles. But it's not just about hiring; it's also making sure new team members fit well with our company's way of doing things.
Once they're part of the family, we focus on helping them get better at their job. This might mean training sessions or working closely with more experienced colleagues. And because everyone likes to feel valued, we make sure to give plenty of feedback and praise along the way.
Keeping our best players means listening to their needs and supporting their career goals within the company. It’s crucial that they see how they can grow over time with us.
Now that you understand how critical this process is, let’s explore different talent management models which could be used depending on our business needs..
Understanding the talent management process is one step. There are different talent management models that shape our strategies. These models are like different recipes for success, guiding us in nurturing and keeping great people on our teams.
Crafting a successful talent management strategy involves fine-tuning our approach to ensure that each member of the team is positioned not only to succeed but to thrive. Here is a guide to how to make this happen.
We know how vital it is to paint a clear picture of what each job entails. For talent management roles, having detailed job descriptions is like giving a map to treasure hunters. They outline the must-have skills and daily tasks, as well as the goals they should aim for.
This clarity helps everyone involved – from HR, the clever tech that aids the search, right through to those eager candidates wanting to join you on the journey.
Job descriptions are more than just lists; they're the foundation we build upon to attract folks who'll thrive in our workplace. By being precise about what we expect and what newcomers can look forward to achieving with you, and ensures that only those aligned with our vision throw their hat into the ring.
Doing this sets us on track for nurturing top-notch employees who'll stick around and grow along with us.
In crafting a talent management strategy, you need to focus on how well a person fits with the organisation. This means looking at their values, and if they match what you stand for as a company.
It's like finding pieces that fit perfectly in a puzzle - when employees' beliefs line up with yours, everyone is happy. They work better, stay longer and help you grow.
We spend time understanding each candidate's personality - do they get along well with others? Will they feel at home here? This isn't just about skills or experience; it’s about making sure new hires share your vision and passion.
A solid person-organisation fit leads to a stronger team – one where people support each other and push towards common goals.
Once we ensure a strong person-organisation fit, you focus on fostering teamwork and guiding your people. Collaboration and coaching is like a key to a winning talent management strategy.
Working together helps everyone learn from each other and build stronger skills. Your leaders act like coaches – they don't just tell team members what to do; they help them grow and get better at their jobs.
You invest in your staff's success by pairing them with mentors who offer advice, support, and feedback. This way, employees feel more connected and committed to their work. By doing so, you create an environment where everyone can share ideas freely and push each other towards common goals.
Coaching gives your team the confidence to tackle new challenges head-on, knowing they have the support they need behind them.
Moving from guiding our team to showing them they shine. Giving rewards and saying "well done" are big parts of keeping our talented employees happy. Make sure to link these rewards with what you want to achieve.
This helps everyone aim for the same goals.
When people do great work, don't let it go unnoticed. Celebrate their efforts because this makes them feel important and keeps them motivated. It's not just about pay or bonuses - it’s also about thanking someone in front of their peers or giving them a day off for going that extra mile.
These actions create a positive vibe that spreads far beyond our office walls, reaching customers too!
We know that for businesses to stay ahead, you need team members who keep getting better. That's where continuous improvement jumps in. It's not just a buzzword; it’s about giving people chances to grow their skills and become even more amazing at what they do.
You can make sure there are plenty of ways for everyone to learn new things - maybe through training programmes or by working on special projects.
Your eyes are always on the future, shaping paths that let us all sprint towards shared goals. You can see every day as a chance to get just a little bit better than yesterday. And because of this mindset, you’re not only improving as individualsbut also boosting the whole company’s performance!
Across the board, effective talent management is the catalyst that propels businesses forward.
We know how important it is to bring in the best people. Your company's success hangs on this. You work hard to make yourselves a place where amazing people want to be. How you show off your employer brand matters a lot - it's like a magnet for potential stars out there.
They see you and think, "Wow, I want to work there!" That's the goal.
You create positive experiences for everyone who works with you from day one. By doing so, you set up your business as an appealing spot that pulls in new talent naturally.
Your goal in talent management is to create a powerhouse team that pushes the entire company forward. By finding, nurturing, and keeping the right people, you set yourselves up for success.
A well-managed talent pool means having folks who are not just good at what they do but also passionate about your mission. This passion translates into better products, services, and customer experiences.
A skilled workforce gives you an edge over competitors. It's like having a secret weapon; when everyone works together towards common goals, it’s amazing what can be accomplished.
Think of it as making sure every player on a football team is top-notch - the result is unstoppable momentum that leads to wins. Your business objectives become easier to hit with such a team behind them because employees feel valued and give their best effort day in and day out.
We've talked about how managing talent boosts an organisation's performance. Now, let's look at succession management as a shining piece of the puzzle. It's all about being ready for change - having people who can step up into important jobs when needed.
The focus here is on grooming people to fill bigger shoes in the future. This way, you’re never caught off guard if someone leaves or retires.
You can make sure your team is diverse and skilled, so new leaders can come from anywhere within the company. The goal? Smooth transitions that don't rock the boat too much. And it’s not just about avoiding trouble; it’s also a chance to grow your team members' talents right now by giving them a peek at what their career could become!
Managing talent well means you’re not just thinking about tomorrow. We're building a strong team that stays and grows. A solid company culture comes from getting this right, and it really makes a difference.
It's like having the best soil for plants to thrive – your workplace becomes a place where everyone can do their best work.
You can see how important culture is when you look at top-performing teams. They use learning and development as tools to stay ahead. By doing this, they pull in amazing people who want to be part of what they’ve created.
They also stick around because the fit is just right, making their competitive edge even sharper. This isn't about chance; it's by design through smart talent management that fosters an environment where growth, innovation, and engagement bloom together.
New ideas keep a business fresh and ahead of the competition. That's where talent management steps in. It can breath life into your team's creativity and push everyone to think outside the box.
We give people the tools they need - whether it’s collaboration platforms, creative workshops, or just time to brainstorm - to turn those lightbulb moments into real progress for our company.
Your company strategy need to go beyond just hiring clever people, and become committed to making an environment where they can grow brilliant ideas too. Every day, your aim could be to encourage each other because when one person shines, it lights up opportunities for everyone.
By investing in developing skills like problem-solving and teamwork, you’re setting up a powerhouse of innovation within our ranks!
Helping your team get better at what they do is a big deal. It means training and coaching them, so they can learn new things and get stronger in what they already know. This helps the whole company work better because everyone has the skills they need to do great stuff.
When employees grow their talents, everything gets a boost – from how we perform as a business to how happy our customers are.
You can make sure learning never stops. There's always room to sharpen existing skills or pick up new ones. It keeps your people engaged, ready to face new challenges head-on, and pumped about their jobs.
We know keeping your star players on the team is key for a winning business. To do this, you need to focus on making sure they're happy and growing in their roles. A great start is matching the right people to the right jobs.
Then, we make sure everyone feels valued and rewarded for their hard work.
By giving chances to learn and get better at what they do, employees want to stay with you longer. You can also build a place where everyone's values are shared – it's like a magnet that keeps staff with us and brings new talent through the door.
This way of handling talent means more money saved because you don't lose good people or spend too much finding new ones.
In a world where change happens fast, you need to be agile. Being quick on our feet means we can switch things up when needed without any big fuss. It's all about getting the right people into the right jobs at the speed of light.
Your talent management need to help you move people around based on what they're good at, not just their job title. This cuts down on wasted time and gets everyone pulling together quicker.
You can also encourage everyone to try new things within the company. Moving from one role to another can help your team members grow - and they tend to stick around longer too because they feel more connected and happy here.
A workforce that zips along nicely makes sure that as a business, you stay ahead of the game!
Being agile helps you quickly adapt to market changes, something that also plays a significant role in cutting down on costs we don't need. Let's face it, money wasted is an opportunity missed.
If your company loses nearly £2 million each year due to staff leaving when they didn't have to, that's a hefty price for not managing talent well. You can focus on knowing exactly what sort of people you need and when you need them.
This way, we're not throwing funds at hiring the wrong folks or at the wrong time.
By tackling turnover head-on you can create a place where employees want to stay and grow their careers. By doing this, you will keep morale high and business running smoothly. Finding the right person for the job from the get-go means less spending on recruitment later down the line – it's all about being smart with your resources! Keeping an eye on clear definitions of talent needs ensures your recruitment process stays sharp and cost-effective; because every penny saved today is one more you can invest in developing our team tomorrow.
We know it's not easy to find and keep great people. Here aer 10 tips for a smart talent management strategy:
Let's take a peek into the real world – companies big and small are redefining success by nailing their talent management strategies. Take World Vision, for instance, or Hyatt Hotels; even an unassuming UK insurance firm has stepped into the limelight with practices that keep them ahead in the game.
We take a leaf out of World Vision's book for keeping our team members at the top of their game. They really get how crucial it is to make sure employees are in tune with their roles and feel valued.
By giving people regular pats on the back and chances to climb up the career ladder, they keep everyone buzzing and ready to give their best.
Their secret sauce? A keen eye for picking people who'll shine bright in high-performance jobs, no matter where they're from or what language they speak. They've got talent management down to a tee across all levels - global, regional and local! The HR teams have some excellent guidelines and tools that help everyone work together like a dream, building talents so deep you'd need a submarine to find the bottom!
Just like World Vision, Hyatt Hotels understands the power of a strong talent management strategy. The company boasts an impressive team of over 95,000 associates worldwide. They realised they needed to see their people more clearly and find the great skills within their own walls.
They recently begun to started really getting what their team could do and find good fits for jobs inside the business.
Hyatt's dedication to growing its people doesn't stop there. They're serious about making sure all kinds of people are welcome and can move up in the company – especially women and those from different backgrounds.
It’s all part of their plan to be a place where everyone wants to work, which keeps them ahead in the hotel game.
Moving from the hospitality sector to insurance, we see that challenges in managing talent are everywhere. Yet, some UK insurance companies are stepping up their game. They're using Talent Management to help them keep great people on board by making work more enjoyable and rewarding.
In the UK, insurers face a big struggle with finding and holding onto skilled staff. It's tough times – there’s a real fight for talent out there! Companies have got to be clever about how they grow their own experts instead of always trying to buy new ones.
This calls for awesome training programs where current employees can learn new skills. That way, businesses don't only save money but also get even better at what they do.
We understand that talent management is all about making sure we have the right people on our team. It's like putting together a puzzle - each piece must fit just right for the picture to be complete.
In talent management, we focus on bringing in skilled individuals who can help our organisation grow.
A key feature is keeping track of how everyone performs and helping them get better at their jobs. You can also make plans to make sure you always have enough people with the right skills.
Finding new talents and coaching them become part of your everyday work. Don't forget about rewards – they're super important for saying 'well done' to team members!
Building on the features of talent management, it's clear that the heart of a strong strategy lies in learning and growth. Keeping everyone's skills sharp is key for your company to stay ahead of the game.
Things change fast in business, and we need to keep up. That means learning all the time – not just once in a while.
Imagine your team always getting better at what they do, ready for new challenges. You can make sure employees grow their skills to match what’s needed tomorrow, not just today. This way, you don't only work better but also become a place where top talents want to be.
They see you as a home for their career growth and stick around longer because of that. Plus, when people learn more, they feel good about their jobs and bring fresh ideas that help you all win.
This is really all about the journey talent takes in a company. From the hello to the high fives for great work, it's all part of keeping people happy and growing. If you can help them shine, they will help your business do the same; it's like a garden blooming with skills! Keep learning fresh, keep doors open for growth – that's how we win together.
Talent management isn't just a nice-to-have; it's a must-do for teams to thrive!
1. What is talent management, and why is it important?
Talent management keeps and makes employees better for the business. It helps with hiring, teaching skills, and making sure people want to stay in their jobs.
2. How does attracting the best talent help a company?
Getting the right talent means a company does well because these new employees bring good skills and ideas.
3. Can you explain how developing existing employees affects a business?
When you teach current workers new things, they do their job better and help the company grow stronger.
4. Why is succession planning key in talent management?
Succession planning prepares for when someone leaves their job so that there's always someone ready to take over without any problems.
5. What roles do employee engagement and retention play in managing talent?
If workers like their job and want to keep working there, they will work hard which makes the company successful.
6. How can performance management lead to better organisational outcomes?
Looking at how well everyone works lets you find what needs improving so that everyone can do better for the business's goals.
7. What is a Talent Management Model and How Does it Drive Organisational Success?
A talent management model outlines the strategic process through which organisations attract, develop, and retain talented employees to achieve competitive advantage. By strategically integrating talent acquisition, talent development, and talent retention efforts, organisations can build a robust talent management system. This system not only addresses current skills gaps but also ensures a continuous talent pipeline to meet future business objectives. Through nurturing talent and providing development opportunities, businesses create a positive employee experience and work environment, fostering a motivated workforce that contributes to overall performance and organisational success.
8. How Can Strategic Talent Management Help Organisations Gain a Competitive Advantage?
Strategic talent management involves aligning talent acquisition, development, and retention efforts with organisational objectives to create a sustainable competitive advantage. By identifying and attracting top talent through effective talent acquisition processes and job portals, organisations can build talent pools and pipelines that meet both current and future business needs. Developing talented employees through ongoing training and leadership development programs not only bridges skills gaps but also enhances human capital. Furthermore, by nurturing talent and providing a positive work environment, organisations can retain key employees, ensuring the continuity of business operations and driving long-term success.
9. Why is Talent Management Important for Human Resource Management and Organisational Performance?
Talent management is crucial for human resource management as it focuses on attracting, developing, and retaining the best candidates to drive organisational performance. A strategic HR team utilises talent management practices to identify existing talent, assess skills gaps, and develop employees to meet strategic objectives. By offering development opportunities and fostering a positive employee experience, organisations can enhance employee retention and overall performance. Moreover, talent management ensures a motivated workforce, leading to improved business outcomes and organisational objectives alignment.
10. How Does Talent Management Address Skills Gaps and Ensure Rapid Talent Allocation?
Talent management plays a pivotal role in addressing skills gaps and facilitating rapid talent allocation within organisations. By implementing a strategic talent acquisition process, businesses can attract the best candidates and build a talent pipeline to fill critical roles swiftly. Through ongoing training and development initiatives, organisations develop employees' skills, closing existing gaps and ensuring they are equipped to meet evolving business needs. Furthermore, talent management systems enable proactive talent identification and deployment, ensuring that the right individuals are placed in the right positions to support business operations and maintain competitiveness.
11. What Strategies Can Organisations Employ for Effective Talent Retention and Employee Performance?
Organisations can employ various strategies within their talent management framework to enhance talent retention and employee performance. By offering competitive compensation packages, including retirement benefits, and creating a positive work environment, companies can retain top talent and foster a motivated workforce. Additionally, providing development opportunities and leadership development programs not only improve employee performance but also demonstrate a commitment to nurturing talent. Moreover, ongoing training and knowledge management initiatives enable employees to stay updated with industry trends and enhance their skills, contributing to overall performance and organisational success.