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  • Stacy Feiner

Your Talent, Your Strategy

Updated: Jul 24, 2019


Want more information on the Talent Mindset? Download the full book chapter of the book on this topic.

In many ways, Strategic Talent Management is like parenting a child. Your business is a living organism that needs parenting. It’s a living, breathing community of people that

needs to be nurtured by the person who wants it most to perform well, which is you, the business owner. When a leader neglects to proactively design Strategic Talent Management, the company by default becomes a reflection of his or her idiosyncrasies—the worst habits of its owner.


The Strategic Talent Management philosophy begins with you, the owner. You steer the process. You become a student of how to acquire, develop and deploy talent. This story is about developing a system to usher in the type of people you’ve been dreaming of— the people you deserve to have working with you. And, it’s about finding freedom as an owner through proper talent placement, and about gaining a competitive edge because of the human capital driving your organization. This story is about turning a “stuck” business into a highly networked, engaged business that offers a rich, rewarding environment where people can contribute at their highest level and thrive. It’s powerful. It’s about winning. You are the hero of the story.


Reality Check: Where Do You Stand?

Strategic Talent Management must be a customized process that is every bit as personal as your company’s vision. Ultimately, Strategic Talent Management is your vision. You own it. First, you have to get a grasp on what it means to your organization and how you can usher in this forward-thinking plan.


So, where does your company stand in terms of talent, and in general? Before you get started with the Strategic Talent Management process, take a bit of time to consider what challenges are impeding your organization’s success and your achievement as a leader? In your business, what old ways of thinking are tethering you to old systems, to traditional ways of operating—and the same old results, steady (but not stellar) performance?


As you become more self-aware and open to what’s truly happening in your business today, you’ll have a greater ability to:

  • See your people as a system, a community of people there to join you on a mission

  • Allow talent to surface

  • Understand how talent matters to your organization

  • Deploy and leverage talent across the enterprise

  • Create an environment where rigorous thinking and conversations unearth bold solutions

  • Establish a culture where honest exchanges of ideas are viewed as a privilege and responsibility

  • Evolve the organization at the speed of your talent

  • Be decisive as a leader, and take extreme action

The Leadership Lifecycle

As a business evolves, the owner must evolve as a leader. New leadership competencies and honest self-analysis are the keys to keeping pace with the business’s growing needs. Business owners can lose sight of these five predictable transition points, causing leadership to lag behind the needs of the business. The lesson: Keep pace so you can advance the goals of the company rather than unintentionally holding it back.

Want more information on the Talent Mindset? Download the full book chapter of the book on this topic.


Other book chapters also available for download

Chapter 1 - Download - Getting Into the Talent Mindset

Chapter 2 - Download - How Strategic Talent Management is like parenting a child?

Chapter 3 - Download - Talent Acquisition - One part candidate, ten parts company

Chapter 4 - Download - Selection - The Talent Deep Dive

Chapter 5 - Onboarding: Generating Energy, From Day One


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