workshops & conferences
Definitions
The following “most frequently-asked definitions” are also included in our talent management book – Building Tomorrow’s Talent:
Talent Management – Facilitating the development and career progress of highly talented and skilled individuals and leaders in an organization, using formalized procedures, resources, policies, coaching, and development. The overall goal of a Talent Management strategy is to focus on the identification and development of key employees and leaders for the future success of the organization.
Talent Review Meeting – A facilitated meeting (typically held as a face-to-face meeting) attended by business leaders and human resource leaders to discuss the strengths, development needs, vacancy risks, future leadership position needs, career plans, etc. for leaders in the organization. Talent Review meetings may also include succession planning and high potential nomination discussions.
High Performer – An employee who consistently demonstrates superior work performance, exceeding performance goals while also demonstrating effective behavioral and interpersonal skills.
High Potential – A High Performer who also demonstrates the ability, desire, and drive for significant cross-functional career movement and leadership advancement. Typically, high potentials are considered to be within the top 1-5% of the organization in terms of achieving business results, demonstrating high learning agility and innovation, an ability to handle change and stress effectively, and exhibiting superior interpersonal skills.
Leadership Benchstrength – Refers to the competency and readiness levels of leaders to grow with the organization and to be prepared for new and more complex leadership roles. Organizations with a strong leadership benchstrength have multiple successors actively developing in the pipeline (both short and long term successors and high potentials) to fill current and future leadership roles.
Succession Planning – The process of reviewing current and future leadership roles in the organization to identify individuals with the qualifications to currently fill leadership positions and those with future potential for specific leadership positions.
Talent Management – Facilitating the development and career progress of highly talented and skilled individuals and leaders in an organization, using formalized procedures, resources, policies, coaching, and development. The overall goal of a Talent Management strategy is to focus on the identification and development of key employees and leaders for the future success of the organization.
Talent Review Meeting – A facilitated meeting (typically held as a face-to-face meeting) attended by business leaders and human resource leaders to discuss the strengths, development needs, vacancy risks, future leadership position needs, career plans, etc. for leaders in the organization. Talent Review meetings may also include succession planning and high potential nomination discussions.
High Performer – An employee who consistently demonstrates superior work performance, exceeding performance goals while also demonstrating effective behavioral and interpersonal skills.
High Potential – A High Performer who also demonstrates the ability, desire, and drive for significant cross-functional career movement and leadership advancement. Typically, high potentials are considered to be within the top 1-5% of the organization in terms of achieving business results, demonstrating high learning agility and innovation, an ability to handle change and stress effectively, and exhibiting superior interpersonal skills.
Leadership Benchstrength – Refers to the competency and readiness levels of leaders to grow with the organization and to be prepared for new and more complex leadership roles. Organizations with a strong leadership benchstrength have multiple successors actively developing in the pipeline (both short and long term successors and high potentials) to fill current and future leadership roles.
Succession Planning – The process of reviewing current and future leadership roles in the organization to identify individuals with the qualifications to currently fill leadership positions and those with future potential for specific leadership positions.