6 Signs You Might Be A Talent Hoarder

Are you a talent hoarder? You might be if you’re doing any of the following:

1. Keeping your top performers in their current role
2. Not providing career planning or development
3. Not having a written succession plan for each of your team members
4. Can’t remember the last time you initiated a conversation about career growth with your direct report
5. Tried keeping a valued employee who has given notice via sweetening the pot by extending a counter-offer, when you know in your heart it’s time for them to move on
6. Forgoing training opportunities for your team because they’re too busy to attend

According to a study by Aberdeen, talent hoarding is a growing issue and is an impediment for a lot of employers who need to create a mobile workforce.  50% of managers admit to keeping the best employees in their current roles.  Developing a talent succession program is the best remedy for hoarding, but most companies aren’t taking the right steps.

40% of organizations say they rarely or never provide career planning and development

85% of organization say they fail to demonstrate key behaviors linked to effective talent agility.

Why should you care?

Retention Suffers

• 45% of employees who changed companies in 2014 and 2015 said they left because they didn’t have advancement opportunities.

Performance declines

• High performance companies are twice as likely to prioritize talent movement, where as low performance companies are 2.5 times more likely to say talent mobility doesn’t matter.

Here’s the irony of releasing yourself from hoarding talent: when you let go, you get more talent. Why? Because you’ll gain a reputation of being a talent cultivator and you’ll attract the top talent. The best and the brightest will want to work for you, and you’ll not have to worry about what to do when your star player leaves for a new opportunity because you’ll already have a plan for bringing in or promoting additional talent. This becomes a self-sustaining practice – the more you help others grow, the more you attract other talented people.

Five Behaviors of a Cohesive Team

The Five Behaviors of a Cohesive Team™  is an assessment-based learning experience that helps individuals and organizations reveal what it takes to build a truly cohesive and effective team in the most approachable, competent and effective way possible.  Powered by Everything DiSC®, the profiles help participants understand their own DiSC® styles. Bringing together everyone’s personalities and preferences to form a cohesive, productive team takes work, but the payoff can be huge — for individuals, the team, and the organization. The Five Behaviors of a Cohesive Team program helps teams understand how, as a team, they score on the key components of The Five Behaviors model:

• Trust
• Conflict
• Commitment
• Accountability
• Results Each individual on the team will also understand their own personality style and their team members’ styles, based on the DiSC® model: D: Dominance, i: Influence, S: Steadiness, and C: Conscientiousness, and how their style contributes to the team’s overall success. The program is designed exclusively for intact teams and work groups. The Five Behaviors of a Cohesive Team harnesses the power of Everything DiSC® and the clarity and simplicity of The Five Dysfunctions of a Team™ model.

The Five Behaviors Model is used to help team members learn to work together more efficiently and effectively and become a more cohesive team. A productive, high-functioning team:

• Makes better, faster decisions
• Taps into the skills and opinions of all members
• Avoids wasting time and energy on politics, confusion, and destructive conflict
• Avoids wasting time talking about the wrong issues and revisiting the same topics over and over again because of a lack of buy-in
• Creates a competitive advantage
• Is more fun to be on!