Talent Impact: Grow Your People, Grow Your Business

By Jodi Brandstetter, Al Lindeman and Mary Tettenhorst

Talent Impact: Grow Your People, Grow Your Business, aims to shed light on the crucial role that training and development play in driving success. It serves as a guide for leaders, managers, and individuals who are committed to fostering a culture of growth and excellence. These seven authors have provided their expertise so that they c

• Language: English
• Publisher: Influence Network Media, LLC
• Release date: Jul 5, 2023
• ISBN: 9798988360841

Jodi Brandstetter

Jodi firmly believes that anyone can become an influencer in their industry simply by being curious. She offers two ways to help curious individuals achieve this: coaching and training to become HR and Talent experts, and assistance in becoming authors to gain authority in their field.With over 20 years of HR, Talent, and Business experience, Jodi is not only an Amazon Bestselling Author but also a skilled Publisher.When not working, Jodi resides outside of Cincinnati, OH with her husband, Ron, daughter, Lena, and their furry children.

Book preview

Introduction

Welcome to "Talent Impact: Grow Your People, Grow Your Business." As a Culture Coach I am deeply passionate individual. An individual who is passionate about creating thriving work environments, I have witnessed firsthand the transformative impact that effective training and development initiatives can have on individuals, teams, and the entire organization. Simply put – successful organizations foster a culture of learning and development. With that in mind – I am delighted to introduce this co-authored book written by my esteemed colleagues. This book highlights the importance of continuous learning and growth.

In today’s fast-paced and competitive world, organizations face numerous challenges, from rapidly advancing technology to changing customer expectations. To stay relevant and ahead of the curve, companies must embrace a culture of learning and invest in the development of their most valuable asset – their people. This book aims to shed light on the crucial role that training and development play in driving success, and it serves as a guide for leaders, managers, and individuals who are committed to fostering a culture of growth and excellence.

Training and development have transitioned from mere add-ons to becoming the very foundation on which successful organizations are built. Gone are the days when these practices were considered optional luxuries or reserved only for executive-level employees. In the present, training and development initiatives are essential for every individual within an organization, from the entry-level employees to the seasoned leaders. They serve as the cornerstones that enable individuals to upskill, adapt, and contribute their best selves to the collective growth.

There are ways to make learning and development fun and worthwhile for the business and its employees. One way that I truly believe can foster fun and learning is through gamification.  Gamification can be a powerful tool to engage employees, promote learning, and enhance the overall training experience. Remember, the key is to strike a balance between fun and learning. By incorporating gamification into your training and development initiatives, you can create an engaging environment that motivates employees and drives their professional growth.

In this book, the authors delve into the multifaceted reasons why training and development have become indispensable in today’s organizational landscape. They examine the tangible benefits they bring, both to individuals and the organization as a whole. Furthermore, they explore the strategic approaches that organizations can adopt to design and implement effective training programs that drive engagement, unleash creativity, and foster a culture of innovation.

Together, they aim to illuminate the vital role that training and development play in unleashing the true potential of individuals, teams, and organizations in the dynamic landscape of today’s business world.

Throughout this journey, our authors will share real-life experiences, practical tips, and expert insights aimed at equipping you with the knowledge and tools to embrace training and development as catalysts for organizational success. Together, we will navigate the challenges and seize the opportunities that lie ahead.

Let us embark on this enlightening voyage together and celebrate the power of training and development to share a future where organizations embrace learning as imperative – strategically speaking – and individuals are empowered to reach new heights of excellence and fulfillment. Our authors are thought leaders in their fields and illuminate the path to organizational greatness. Open your mind, prepare to embrace change, and let us unlock the power of training and development in today’s organizations.

Are you ready? Let the journey begin!

~ Melanie Booher, President of PeopleFirst & INM

1

Building Bridges

From Talent Leader to Strategic Business Partner

We build too many walls and not enough bridges.

– Sir Isaac Newton

While first shared hundreds of years ago, this quote stretches far beyond its literal interpretation and is relevant across many organizations we see today. How often do you hear people talk about silos in their workplace? My guess is…quite often. As talent leaders, we are usually keen to pick up on these silos and, as a business partner, can help break them down. To do so, we can start by modeling the way.

As shared in a recent Association for Talent Development (ATD) Article, Three Steps to Getting a Seat at the Table,[1] Talent development leaders play one of the most important roles in an organization. But unless you can become a strategic business partner who is willing to work alongside executive leaders and be a part of the solution, you risk the learning function becoming an isolated segment of the business. With every interaction, we have an opportunity to prevent this from happening. We can begin by asking questions, listening, and providing a space for collaboration. Through thoughtful and strategic action, we can provide effective talent solutions that positively impact performance and organizational outcomes.

With the ever-evolving nature of our organizations, the fluctuating market conditions, and increased competition in the marketplace, businesses are working diligently to position themselves in the best way possible for success. As talent leaders, we are experiencing similar challenges. Our organizations continue to evolve. We are revisiting organizational structures, exploring how we can best use technology to balance efficiency and effectiveness, and leveraging data to support better decision-making. As the economic landscape fluctuates, so does the labor market. We are continually assessing our employer value proposition and how we can attract, develop, and retain the right talent needed to achieve business success – now and in the future.

To effectively position our organizations (and ourselves!) for success, it is vital that we lead the way in breaking down the proverbial walls that can exist and get to work on building bridges across all functions of the business. The stronger we seek to understand the business and deliver talent strategies that improve organizational outcomes, the better we are at elevating our role from a talent leader to a strategic business partner.

As Sir Isaac Newton also shared, When two forces unite, their efficiency doubles. In the context of talent development, by having a holistic understanding of the business, actively partnering with stakeholders across the organization, eagerly sharing ideas, and driving positive change …our organizations can do far greater things!

B.U.I.L.D. Your Skills as a Strategic Business Partner

Commit yourself to lifelong learning. The most valuable asset you will ever have is your mind and whatever you put into it.

– Brian Tracey

In a recent ATD article, Don’t Neglect Your Own Development,[2] it was highlighted that to become a valued strategic business partner and maintain a strong competitive advantage, you need to update your skills, gain new competencies, and recognize and react to the continuous changes in the workplace. This may call for you to shift your mindset, broaden your skill set, and ensure you are contributing to your organization’s strategic goals. By making learning a lifestyle, curiosity a habit, and being intentional about your connections with others, you help to build your own reputation as a strategic business partner AND you help to build powerful organizational bridges that enable your talent to do their best work and drive organizational success.

There are many skills and behaviors that are important to develop as you grow your strategic imprint on your organization. Throughout this chapter, we will discuss a few of the behaviors that are vital as you work to B.U.I.L.D your bridge from talent leader to strategic business partner:

Be a Talent Expert

Understand Your Business Strategy

Influence from Anywhere

Lead Strategically

Deliver Results

I invite you to make notes along the way of ideas you gather for your own development, the development of your team, and others across your organization. While this chapter is written in the context for talent leaders, the principles apply universally across all functions. Here are a few questions to ask yourself along the journey:

Why is becoming a strategic business partner important to me, my team, and our organization?

How might I leverage my areas of strength and expertise?

What areas might I want to put more intentional effort into?

Who may help support my growth and development?

What training, resources, and experiences may best drive my professional growth?

What might success look like for me, my team, and my organization if I am able to grow/strengthen my strategic partnership skills?

Now, let the fun begin!

Be a Talent Expert

Find out who you are and do it on purpose.

– Dolly Parton

Over the last twenty years, I have had an opportunity to connect with talent leaders at all levels and across varying industries. One of the things I have come to appreciate is that many enter this profession in a variety of ways. The career path hasn’t always been so linear or traditional. Those who excel in their roles often accredit their desire for lifelong learning and being intentional about their development plans.

In 2020, ATD launched its new Capability Model to introduce the skills talent development (TD) professionals need for personal and organizational impact and to provide resources to support that growth. In the ATD Magazine article, Competency Out, Capability In,[3] they highlighted that research results indicate that effective TD now requires a proactive, business-partner approach to anticipate and respond to changing needs and to leverage personal capabilities to support organizational strategy and generate competitive advantage. The resulting capability model showcases three equal domains of practice centered around 1) Personal Skills, 2) Professional Expertise, and 3) Organizational Success. This Capability Model highlights the need for talent development professionals to