How do you navigate bottle necks created by managers or senior leaders that blocks the mobility of internal talent? Looking for tips or strategies that have aligned leaders with talent mobility initiatives.
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Short-Term Strategy:
Implement a cross-functional Talent Review Panel that evaluates internal mobility opportunities in the context of enterprise-wide goals. By shifting talent decisions out of the hands of any single leader and into a broader strategic framework, organisations can better align individual potential with evolving business needs, while ensuring fairness and transparency in the process.
Long-Term Culture Shift:
Cultivate a growth-oriented, abundance mindset across leadership teams. This includes redefining success not as retaining talent at the team level, but as developing and releasing talent to where they can have the greatest impact. Recognise and reward leaders who actively champion the mobility and advancement of their team members, not just those who deliver short-term output.
We are providing data to show where talent aren't moving. For example, if someone has been rated as 'Ready Now' on a succession plan yet they have been on that plan for 2 years, we'll look to understand why and present this data to the leadership team. We also use talent action ratings like move upward or move lateral; again, if someone with these ratings hasn't moved, we'll look at the data to see why and try to start a discussion with leadership. It doesn't always result in action, but it is early days for us in doing this.