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Video Beverly Crowell is the Executive Vice President of Career Systems International and a contributing author to The Talent Management Handbook: Creating a Sustainable Competitive Advantage by Selecting, Developing and Promoting the Best People and Coaching for Leadership: Writings on Leadership from the World’s Greatest Coaches. Visit www.careersystemsintl.com Beverly Kaye is the Founder of Career Systems International and co-author of the best-selling books Love ‘Em or Lose ‘Em: Getting Good People to Stay, Love It, Don’t Leave It and Help Them Grow or Watch Them Go. Visit www.careersystemsintl.com WINNING FORMULA Successful leaders and organizations build their winning teams around the DREAM by Developing, Retaining, Engaging and Mentoring their employees. “DREAM” is the fundamentals of a talent management game plan where teams must practice and execute daily to deliver business results with the highest levels of quality, productivity and safety. Executing on the winning formula doesn’t have to be complicated. Keep it simple and focus on the fundamentals for each of your players. Following is a sample game plan with strategies for how to execute on each. Involve your team, make notes, scout out the environment, and learn to change the style of play when what you’ve been doing isn’t working. Player: ________________ Position: ________________ DEVELOP RETAIN ENGAGE MENTOR • Know their • Ask “What talents by can I do to asking “what keep you” makes you and “What unique in the might make organization?” you leave?” • Offer your • Calculate perspective the cost of by helping losing one of players reflect your talented on their players. strengths and weaknesses. • Understand why top • Discuss players have trends and left your team look for game and update changing the game plan opportunities to create an to try environment something where players new. want to stay. • Discover • Ask multiple yourself and options and others, “What leverage am I doing their talents that is not to do more working? exciting and What do I challenging need to do work. more of? Less of?” • Co-design an action plan by agreeing on a plan of action to help them develop, learn and grow. • Don’t wait for the Exit Interview. Institute regular Stay Interviews with all your players. • Ask “What makes for a great day? What can we do to make your job more satisfying? What do you want to learn this year? Do you get enough recognition and playing time? • What do you love most about your position and what might you change?” • Customize your efforts to the unique qualities of each player to optimize their talents and engagement. • Be aware of what you are modeling. Is it what you hope to see them doing? • Set your players up with role models who are good at what they are trying to learn. • Listen to your players ideas with an open mind. Think “what if ” before “no.” • Cheer them on – give regular positive and encourage them to build relationships with other people in the organization. LATE GAME STRATEGY Building a DREAM team is not a one and done. It requires a sustained commitment. For some leaders, it may be a new commitment to a new way of thinking. And just because it may be late in the game, it doesn’t mean it’ not too late to change the plan. Create your “To Do” list with stay interviews with everyone on your team at the top of your list. Agree to a plan of action and then execute. Get feedback on how you are doing as the coach – go public with your plan and tell your players how what you are doing to build a winning team. Finally, realize you don’t have to go alone. Enlist your players, fellow coaches and the organization to put the fundamentals in place. The time is right to build a game plan and create a work environment that is “faster, higher and stronger.” And, if you already have “greatest team ever assembled,” use your game plan to keep the DREAM alive. Go back to the fundamentals, practice daily, and “achieve your something.” LE Build Your DREAM Team leadership excellence essentials presented by HR.com | 04.2014 20


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