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This is full vide course (6 lecture sessions) on Talent to Value Management for C-level (and beyond), developed by Dr. Charlie Bishop.

Dr. Charlie Bishop is an accomplished, seasoned executive and published author. Charlie has over 20+ years of experience in senior level positions at Fortune 100 companies, including Federal Express, Baxter, and Bank of America, leading these organizations through significant changes.

Producing a pipeline of talent required for the future is broadly recognized across the world as a business imperative! At the same time, there is a serious disparity—Boards of Directors and C-Level executives rate their "lack of a leadership pipeline" as a major deterrent to innovation, growth, productivity, and profitability.

This program aims to change this by providing a proven framework and turnkey toolkit—scalable to any size of organization. Our methodology is a refreshing and different, common-sense approach, which will work for you and for your organization. You will learn best practices discovered in premiere organizations, such as FedEx, Baxter International, Bank of America, and other firms. You will also come to discover and understand how we have truly over-complicated this talent issue. Thus, this program will be about simplification and "common sense" workable solutions.

Our program materials are structured into 3 modules.

Module 1: Getting Started—Getting Traction

Two major missteps are the death knell of many Talent Management efforts. Namely, these are:

1. C-Suite and HR Alignment: The C-Suite is not strategically linked to Human Resources around talent to provide the guidance required to plan and implement the strategy.

2. Lack of Assessment Information: A lack of ability to quickly and effectively gather qualitative individual assessment information. Thus, the data available is useless, the talent reviews are "a conspiracy of politeness" and non-productive. As a result, the Talent Management Process dies before it comes out of the starting blocks!

We will explore 2 processes that will go far in "fixing" these central issues to create the solid foundation an organization requires. Without this, everything else fails. Additionally, you will be provided an overall, proven Talent Management Map, which we will push into in each module of the course.

Module 2: Strategically Supporting the Business

Qualitative talent and organization capability information is the admission ticket for talent deliberations surrounding strategy. If that information is distilled and formatted, it will add significantly to answer questions, e.g. pre-emptive moves in the marketplace, etc. We will provide you a Bench-Strength® Report. Additionally, you will be able to sign-in and "test drive" a Leadership Pipeline® Dashboard between Modules 2 and 3.

Module 3: "Building Out" a Mature Talent Management System

Modules 1 and 2 provide the essential elements. However, to fully "build out the system," we will cover 2 important and complementary steps:

1. Workforce Planning: Now that the activities are focused on the strategy of the organization, we can make more informed plans to execute toward a differentiated workforce that can deliver the organization capabilities required.

2. Measurement & Analytics: Analytics must be an integral part of a system since it helps document impact and direct resources. It is necessary to move toward predictive analytics—looking at the past or present, supplemented with insights about the future. There must be a discipline to measure what is right, not what is easy.

Those steps will be complemented by providing a framework that can assist in installing a Leadership Pipeline® Dashboard for the C-Suite and the "feeder system" by line management. To assist in implementation of the Talent Management Process, we will be discussing a Change model that can assist you "back home."