Why Do We Create a Strategic Vision but Not a Talent Vision?
The plan is simple when the vision is clear. The truth in this quote is why more and more organizations are developing a strategic vision these days. Not a vision statement, but a vivid and descriptive target of what they want their organization to look like in three years. It provides clarity on the strategies, goals and action plans that are needed to get there. A vision makes coming up with your strategy easier.
But Why Don’t We Create a Talent Vision?
A talent vision does the same thing. It provides clarity on the talent management software and action plans. It ensures you have the right people and the right positions to achieve your strategic vision. It makes coming up with your talent plan and strategies easier, resulting in realizing the full growth potential of your people and organization.
Generational math informs us that talent challenges will remain the #1 issue for most organizations well into the future. As a result, you could make the argument that your talent vision is more important than your strategic vision. However, the irony is that your strategic vision comes before your talent vision. You can’t envision and plan for what talent you need until you first know where you are going as an organization – your strategy.
So How Do You Create a Talent Vision?
Let’s say your company has a 3-year vision to 12/31/2025 that defines exactly what you want your company to look like by then. What do you want your financials, culture, differentiation, target markets, etc. …to look like in three years?
Once you have your strategic vision in place you can then create your talent vision. To do so, break your leadership team into 2-3 homework teams. The beauty of homework teams is that you get all these ideas on the table that comes together to create the Talent Vision needed to make your Strategic Vision a reality.
Each homework team prepares their recommended functional structure that needs to be in place by 12/31/2025 to execute your strategy and achieve your vision. They do not use any employee names or consider the current organizational structure. Rather, they focus on how the organization needs to be structured to achieve the strategic vision.
Then as a planning team, you start at the top of the organizational structure and work your way down to all functions in the organization to complete your talent vision.
A simple example makes a talent vision easy to understand. Let’s say your company’s revenue was $10 million last year and you envision it to be $20 million in your 12/31/2025 vision. What does your functional organizational structure need to look like by 12/31/2025 to support a $20 million company?
Once you have your future functional structure completed, start shaping your talent vision by adding more information to the functional structure. For example, defining the key accountabilities/job descriptions for each role or what DISC behavioural style we want in the role.
When the vision is clear, strategy is easy. Your talent vision makes your talent strategy/plan easier to put together. Strategies and action plans to create an employer-of-choice culture to attract, develop and retain the talent to achieve your strategic vision. Those who talent plan – Profit.
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