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How Talent Management Produces Effective Leaders through Performance Management
Home Business Management
By: Kathryn Dawson Email Article
Word Count: 727 Digg it | it | Google it | StumbleUpon it


There are currently a number of theories dating back and developed from Plato, Aristotle, Confucius, Gandhi, Marx and Freud, that influence our current understanding of leadership but not one of these can accurately describe a true leader as there are a variety of approaches that affect our perception of a leader is entirely dependent upon situation.

Given that our take on leadership is situation based, we begin to identify that there is an individual approach that can adapt to the needs of various companies as they develop a future leader through a talent management cycle.

The first phase in talent management or in other companies, also known as succession planning defined as a strategic method to attract, retain and develop highly skilled individuals to serve your company is leadership consultancy. It is basically the process of identifying characteristics, traits and qualities or the exact criteria for the attributes that should make up your desired leader. This allows for creating the ideal model or framework for leadership that is aligned with your company goal, vision and mission.

The second phase is leadership audit where in the goal is to amass collective data about the existing effectiveness of your current leaders to gain insight on how they have had impact on your company, as well as identifying areas for improvement. This is used to measure effectiveness, performance, alignment, capability and value for money to be used as a comparative study against studies from other companies giving you a clearer insight in how you can improve the structure of you current leadership model.

The next phase is leadership assessments and benchmarking where the aim is to focus on capabilities of an individual, measuring the ability to lead with the help of their amassed knowledge, background experience, learned management skills and high performance behaviors, and on preferences of an individual where personal characteristics, traits, values and motivations influence their methodology on leadership. This again is collective data across you organization to be comparatively analyzed against successful organizations to help boost the success of your company taking it to the next level.

The next phase in leadership training and development is the use of assessment and development centers based on a theoretical model in helping your leaders through learning and accreditation. Based on solid research it aims to tackle the complex relationship between behaviors and performance such as negative effects of behavior and differentiation between behaviors and its impact on your organization. These also include but are not limited to, workshops and courses on leadership skills, development toolkits, coaching and development toolkits, top team development and leadership coaching focusing on skill development coaching, transitional coaching, career coaching, executive coaching and performance coaching. Participants are usually asked to spend time going through this training until they have received their accreditation. This of course maybe costly but is a necessary investment if you are serious about influencing a great change within your company.

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Kathryn Dawson writes articles about using integrated performance management and talent management tools to increase operational efficiency output.

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