Talent Management Story

In order for our client to keep pace with a fast-changing work environment and evolving workforce demographics, they reset their strategic approach to how they identified talent across the organization, and leveraging and developing talent, to ensure a robust leadership pipeline.

The key focus for this initiative was the formation of a “group talent network” to ensure a quality executive talent pipeline with goal alignment between individual career aspirations and business succession needs.

Key Program Components

• Strategic development of a career acceleration strategy for key talent including scoping and defining of key business outcomes/ROI
• Business communication and change management support
• Configuration of Fuel50’s FuelAgility™ module to support the talent program
• HR practitioner education

Fuel50 worked alongside this innovative firm to create a program that was fully owned and delivered to managers by internal Leader-Facilitators.

Our role involved supporting those leaders with licensed training material and coaching to increase competence and confidence to run these sessions. In order to best enable this initiative we supplied the licensed material to the Fuel50 Powerful Career Conversations for Leaders workshop program, coupled with coaching accreditation for each leader-facilitator. The reason for this approach was simple:

• Leaders-training-leaders – Fuel50 provided the program IP and support, internal leaders ran the Powerful Conversations workshops.
• The content was adjusted by internal facilitators to align with internal culture and processes.
• Coach accreditation was a key part of the program – the leader-facilitators wanted to experience what it felt like to be career coached and to coach others in an authentic way before showing managers in the business how to do this.
• Honing their own coaching skills allowed them to best support issues and any questions dung the manager workshops.