Meeting Goals Through Talent Optimization
Building an outstanding sales team is no small feat. Not only is it difficult to find the right people, it’s a costly venture. Furthermore, even though preventing turnover is a common goal, it’s inevitable that you’re going to experience turnover, hopefully in small doses, and that comes at a cost, as well. This is why talent optimization looms so large over so many organizations that are trying to find the right people together working under the right leadership.
Talent optimization can be addressed in four parts: diagnose, design, hire and inspire. To diagnose is to measure your people data, analyze it and use those takeaways to draw up solutions. To design is to constantly tweak the strategies you develop as you diagnose. When hiring, you must use insights that can be gained through cognitive and behavioral assessments. Finally, to inspire is to delve back into your people data to find ways to keep your crew motivated and ready to tackle goals.
You can’t remedy a problem if you’re not monitoring the situation. Measuring people data includes such important processes as cognitive and behavioral assessments and talent audits, among others. This allows you to get to the root of why various goals aren’t being met, but only after you carefully analyze your data.
When you have more information, you can get a more objective view of what’s going on. For example, the assessments reveal aspects of an employee’s ability to function within your unique environment. Sometimes, bad matches are made within a team, leading to conflict. In some cases, it’s poor management that leads to tension and ultimately low productivity and higher turnover. Carefully measuring your data will reveal where you’re falling short.
A Leading Design
After you’ve analyzed your data, you’re going to be able to mold strategies around building teams and selecting leadership that can effectively guide the team. It’s an important part of talent optimization and deserves to be something you focus on.
When drawing up your design, or strategy, you should consider various aspects of your situation, such as the complexity of the sales you’re trying to make, the target audience, the temperament required to work on the team, the length of the average sales cycle and whether you’re targeting existing customers are reaching out to new consumers.
At PI Consulting Group, we’ve been and continue to be the experts in helping organizations find the right employees for the right role, offering assistance in the Predictive Index process. Contact us and let’s discuss our methods and how we’ve brought talent optimization tools to the rescue for others.