To develop as a future leader or not, that is the question?

Jun 14
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I have been doing some research into the issues that organisations are having with retention of talent. One of the reasons identified are that it’s no longer frowned upon for an employee to move roles from one organisation to another in order to progress their career. This is an ever growing issue in Australia because many organisations are expanding globally and are looking for their talent pool to grow at the same rate as their organisation. So this leads me to my next question: what can an organisation do to ensure that they retain their talent pool so that they have their future leaders ready when the time comes to move into leadership roles?

Ensure your potential talent realise that they have been identified as a future leader

Many organisations have already identified who their future leaders are, but sometimes omit to tell their “talent” this. It is paramount that you let them know what you foresee their future role to be in the organisation as this will help your talent pool aim for the goals that you set them and remain loyal to your organisation.

Support, develop and mentor your talent

Ensure that you develop an effective mentorship programme to help your talent grow. The mentoring programme will show your talent pool what skills are needed for them to develop in order for them to be prepared for their future role.

Create a fun, diverse, working culture

As there are so many different nationalities working in Australia, it is so important to embrace the diversity of your organisation. The diversity of your talent pool may be the best asset that your organisation possesses. For example, here at Criterion Conferences, we have such a diverse culture, including nationalities from Ireland, The United Kingdom, USA, Scotland, just to name a few and it adds such diversity to the way we work together as a company. We share ideas of ways that we worked in past employment in our respective countries and it makes our quality of work a lot better. We also have fun and feel valued and that makes us want to stay.

So finally, I will leave you with this: What do you think makes your talent pool happy to stay in your organisation? Now go and ask them. Make sure that your potential future leaders agree with you, and if they don’t, CHANGE it to make sure they stay.

Come and find out other innovative methods organisations are using to retain their talent pool at this year’s Talent Management conference.

Submitted by Criterion Content Team

Criterion Content Team

This post has been written by the Criterion Conferences Content Team. Based in Sydney, we are an independent research organisation, producing over 90 conferences a year across a variety of industries. Our events, attended by thousands of senior delegates from the public and private sector, are designed to enrich, inspire and motivate. Our focus is on providing innovative, value adding content via our conferences and blogs like this are extension of that principle. You can view our conferences by visiting our website

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