| | NOVEMBER 2023MANAGEHRMAGAZINE.COM9willingness to do so. They possess a level of positional influence demonstrated by reporting line and are committed to leveraging their influence for others. For the early career and emerging talent group, referred to as protégés, occupy career levels deeper in the pipeline (non-executives or officers) who demonstrate strong performance and are willing to take action on feedback, and are ready to step into a new opportunity. The second distinguishing element is the process in which participants are matched. The pairing process goes beyond `likeability' because the focus is on advancement. Assessing career goals and developmental needs is the primary focus of pairing participants. Another distinguishing element is the development planning process, which anchors the relationship and ensures alignment and measurable progress. Participants work in a collaborative manner to align key focus areas with concrete actions to be taken by the protégé as well as the champion. This allows for a level of accountability, shared goals, and increased likelihood of success.The Strategic Talent OutcomesThe benefits of talent championships are numerous, having a significant impact on the careers of the participants and the broader organization. For the protégés, the benefits include enhanced visibility and exposure, preparation for your next assignment, support in implementing your career roadmap, and lastly, someone at the table who can meaningfully discuss their strengths and contributions. For the champion, the benefits include strengthening their leadership and interpersonal skills with regard to listening and providing feedback, developing their intercultural competence, in addition to expanding their network and circle of influence, and providing them with a sense of fulfillment and satisfaction.For the organization, the outcomes include increased talent retention and promotions, access to a wider pool of talent, increased engagement, a strengthened culture as new connections bond people together, and, lastly, more inclusive leaders and future leaders. It's a several fold win for organizations.Best Practices For organizations seeking to launch a new program, I would recommend the following best practices to ensure program effectiveness.Begin with DataAnalyze workforce trends to understand where the greatest opportunities are the accelerate representation and talent mobility. This will help inform the career levels of participants and help with measuring progress at the end of the cohort.Set Clear ExpectationsParticipants and key stakeholders should be made aware of the goals, behaviors, and time commitment to ensure success. This allows everyone to make an informed decision regarding participation, timing, and resources required for success.Match Pairs with IntentionFocus on development needs vs. likeability to ensure the relationship is anchored in development as opposed to a fun experience. Capture and leverage the appropriate data points to facilitate the most effective relationships.Provide Resources, Training, and SupportRegardless of the level of experience and maturity, providing training resources and support is a great way to signal the organization's commitment to the success of the individuals in the program and to help ensure participants feel confident in assuming their respective roles, which leads to effective outcomes.Measure and Report ProgressBe sure to not only begin with the data but end with it, also. Leverage similar data points and others to measure progress and talent outcomes associated with the program. Be sure to also socialize the results with broader stakeholders to build continued buy-in and support, helping to drive new cultural behaviors into the organization.Talent championships can serve as a key strategic initiative in an organization's talent strategy and ecosystem, addressing some of the significant challenges faced by organizations today and positioning them for success to address the challenges of tomorrow. Participants work in a collaborative manner to align on key focus areas with concrete actions to be taken by the protégé as well as the champion
< Page 8 | Page 10 >