Changing the dynamics from ‘push’ to ‘pull’

Talent Development

In most large organisations, the HR function has a robust capability and programme in place for identifying and developing a pipeline of top talent. This process usually seeks to “push” promising talent towards senior management positions by providing the leadership tools and skills these individuals will need.

There is no doubt that every organisation needs to identify and develop the outstanding talent that one day will fill its senior leadership roles. This is why large organisations invest millions every year in leadership development programmes, often drawing on complex talent development models and incorporating courses at prominent business schools. This tried-and tested approach is clearly good for attracting and honing talented individuals. However, organisations are increasingly questioning how effective traditional leadership development programmes are when used in isolation to develop a robust talent pipeline.

Order a copy of PA´s article Changing the dynamics from ‘push’ to ‘pull’ today and you will learn more about PA´s insights and recommendations on how to identify and develop top talents contributing to the overall business goals of the organisation.

For a copy of the PA report in English, please click here.