Tag: Talent Management

How to Manage a Team to Success

How to Manage a Team to Success

Managing a team is a complex process, but developing your management skills will help you become an effective team leader who achieves significant results. Pay careful attention to talent management, change management and organizational management.

Talent Management

Talent management differs from employee management in the development process. Rather than abandoning team members to tasks, team leaders develop employee talent to benefit the team. Studies have shown that talent management can increase productivity and decrease turnover. There are many different strategies involved in talent management. Below, you will find a few strategies that will improve employee development and increase productivity.


  • Mentor: Develop mentorship programs, and team up new team members with more experienced ones.
  • Invest: Invest in effective training programs that develop individuals and make them feel valued.
  • Communicate: Communicate effectively, which involves active listening and being open and honest.
  • Evaluate: Choose tools and measures to evaluate the effectiveness of your strategies such as surveys, employee feedback, productivity, etc.

Change Management

Change is inevitable in any organization. Unfortunately, human beings are not wired to accept change easily, so tensions may run high as people resist changes. You can help alleviate the stress associated with change with effective change management. Smoothly implementing change will reduce lost productivity as well as improve workplace culture.

The Process:

  1. Prepare:
  • Define the change: Identify the change, communicate with the team, and assess the needs as well as potential resistance.
  • Choose a team: Find team members to lead the change.
  • Sponsor: Determine how leadership will actively sponsor the change.
  1. Manage:
  • Develop plans: Create a change management plan and communicate the details.
  • Act: Implement the change management plan, and continue to communicate the expectations.
  1. Reinforce:
  • Analyze change: Use surveys and feedback to determine success.
  • Manage resistance: Understand the causes, look for gaps, and communicate the need for acceptance.
  • Correct or praise: Praise team members who implement change effectively, and give corrective actions for resistance.

Organizational Management

Organizational management is unique to each team, depending on structure. It assumes that each singular element is linked to others. The individual unit as a whole must be managed effectively. It requires planning that will lead to team goals.

In organizational management, each team member needs to be part of the plan. You begin with a wide scale plan, and work your way down to the individual team member level. The responsibilities outlined in the plan should fall along the organizational structure of the company. The structure is what links the different positions. For example, there may be regional managers, divisional managers, departmental managers, and team leaders who oversee different teams. The plan should reflect the distinct divisions. When this is done correctly, all team members will understand the expectations on them and how they contribute to the success of the company.


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How to Manage Talent in Your Team

How to Manage Talent in Your Team

Talent management takes hard work and dedication. It is not enough to recruit qualified candidates. Successful talent management retains the best team members. The goal of talent management is to have a skilled team and a complete succession plan without any destructive gaps that would cost the team if one of the team members should leave the team.


The steps of talent management help guide the process. The two main guidelines are Recruitment and Retention. It is important that the team leader has a model for these guidelines and reviews them frequently. The information that should be included in the guidelines is listed below:

Recruitment Strategies:

  • Determine position and responsibilities
  • Create a compelling job description
  • Identify pipelines and sources to recruit (social networks, job fairs, colleges etc.)
  • Review success of recruitment strategies and make changes as necessary

Retention Strategies:

Importance & Benefits

Talent management is important to the success of any team. Team members who are treated as more than cogs in a machine are happier and everyone benefits. Managers, employees, and the company benefit from implementing talent management strategies.


  • Identifies candidates for promotion
  • Reduces turnover
  • Increases productivity
  • Increases profitability
  • Creates career goals
  • Engages employees
  • Reduces stress and stress-related illness


Talent management programs face numerous challenges. This is particularly true in times of economic uncertainty. As positions expand to include many skills, there are fewer employees qualified to fill vacancies and the competition to recruit and retain skilled employees becomes fierce.


  • Money to invest in employee development
  • Advertising jobs and creating policies that appeals to the three different generations still in the workforce
  • Support from executives
  • Competition with other companies
  • Few opportunities for advancement

Key Elements to Developing a Winning Strategy

There are essential elements that need to be included in every talent management strategy. These elements can be implemented in all teams, regardless of the size or structure. These elements are also helpful in other business strategies.


  • Strategic Goals: Create goals that focus on talent management.
  • Team Involvement: Involve team members in the talent management policy.
  • Communication: Communicate expectations and provide feedback.
  • Assessment: Assess the program and make changes where necessary.


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