Generator Group helps you focus on the real issues facing your organizations in seeking to utilize talent more effectively. Our Talent Architecture™ provides the tools and solutions you need to find your unique talent blueprint. We work with you to leverage your current talent in the context of your strategy so you can identify, recruit, retain and nurture it.

We provide talent management:

• Tools and diagnostic services to provide clarity and focus
• Team events and workshops to speed implementation
• Consultation, coaching and training to build capacity
• Executive and Key employee recruiting

Our Approach to Talent Management

You’re in good hands when you choose Generator Group. Because it’s not just what we do, it’s how we do it. Our talent management work is guided by a set of beliefs and practices that are essential to producing the outcomes you expect.

One

We begin with a “what’s important now?” philosophy. Talent strategy must be tightly aligned with your very best opportunity for success. In other words, your business strategy today. Too many talent initiatives are stopped dead in their tracks. Why? Because they were isolated HR activities and never designed to drive the execution of business strategies.

Two

Consistency counts. While Talent Management is still evolving and measurements may be imperfect, it’s like other business processes – you can’t improve what you don’t measure, and you can’t improve unless you know what works. Identifying talent management outcomes from the outset and measuring every step of the way are key to signaling to your management team and your employees you want consistency. While talent management is an evolving practice, studies show being consistent over time, regarding talent matters, is key in getting the benefits. (And it doesn’t have to be fancy. Just doing it yields enormous benefits). Successful talent management initiatives are never “over.” They change and evolve, morphing until they become unique to the enterprise. That kind of capacity building becomes a defining part of your culture and is not easily imitated. Good, right?

Three

Integration is the glue. Strongly connecting all of the talent processes such as hiring, development and performance management will help you achieve your business goals faster and more successfully. By integrating around success profiles or competencies, you get a common language in your organization. By leveraging data gathered from each process, your organization will make talent decisions far more confidently.

Four

It’s all about execution—the “whos” trump the “whats.” Jim Collins said it clearly; the biggest key to talent management is not just your talent strategy but the ability to get it done — to execute the plan. Nine-box grids, development plans, assessments and performance management software won’t guarantee that an organization has the right talent now or in the future. Having a sound plan and determining who is going to be held accountable for executing it does.

Five

Software isn’t talent management. Surveys show a deep dissatisfaction with the talent management suites available today. These systems enhance transaction efficiency but “what employees want and need from a talent management suite is a way to align their actions with the business, to build community and to communicate their career interests and work preferences,” (Bersin and Associates, 2009). Without a thoughtful design, these systems can’t give you better insights to crucial selection decisions, necessary leadership skills, and potential successors. When, and if, you want a system platform, we have the latest data on high performing systems and partnerships with providers that can add the efficiency element to a well designed talent management process.

We’re seeking cool, interesting clients that will test us and help us grow, personally and professionally. We want ardent partners for our talent journey. Will you join us?