Managing Talent Risk: High Performance Organizations Respond

We had a terrific Talent Risk Forum in New York City hosted by Ally Financial. A huge thank you to Jim Duffy at Ally Financial for his continuing support.  Links to the presentations have been posted and noted below are some highlights:

·         i4cp's new research on Talent Risk offered a simplified process for addressing the talent risks of strategy execution . More traditional talent risk management, such as high potential development and succession planning are table stakes, the study found.  Competitive advantage requires a more systematic approach to identifying, prioritizing, mitigating and measuring talent risk - at the organizational and individual level.

·         Too many companies may be "bungee jumping" - that is doing reactive deep dives to retrieve talent going out the door where a more proactive approach and methodology are needed to grow critical talent and leader's skills to  develop others to execute strategy 1-3 years into the future.

·         Among the issues discussed at the forum, core definitions, governance, market leading practices, and practical assessment and prioritization tools that can be useful to manage talent risk in your company.

·         Member companies also shared their own experiences managing talent risk - and contributed to building a collaborative model and practices for talent risk management.

              Managing Risky Business: Practical Strategies for Managing Talent Risk - Amy Armitage

·         Alec Levenson a senior researcher at Center for Effective Organizations at USC reinforced the need for enterprise and systems level thinking beyond jobs to manage work unit and system level risk. His assessment and analytics tools offered a coordinated approach to managing enterprise level talent risk.

·         More can be found in his book shared and discussed at the session, Strategic Analytics.

              Managing Talent Risk for the Enterprise - Alec Levenson

·         Jay Jamrog shared concrete examples and tools of risk management as applied to succession management issues. These included tools for assessing, segmenting and prioritizing talent gaps.

              Talent Risk Management Strategies: Talent Segmentation & Succession Management - Jay Jamrog

For more information on this session (and whether your organization might benefit from a more systematic approach to Talent Risk Management), contact me or your account manager. We'd love to share the experience of what one Chief Human Resource Officer, who attended the session called "the best program I've attended in HR management."

Amy Armitage

Director Member Research Programs

Mobile: +1-203-470-2211 | amy.armitage@i4cp.com


This meeting is exclusively for i4cp member organizations. If you'd like to participate, please contact us to see if your company qualifies for membership. If you are an i4cp member, please log in to access the registration/meeting details.
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