Implementing a talent development programme

Interactive workshops on a one-year cycle transfer core values to a team, as well as demonstrate an understanding of team members’ needs. Knowing who to include is important. Use a poll to gather interest so no one feels left out. Exclude the disinterested. Positive energy is crucial to the success of workshops and the uplifting atmosphere that spreads thereafter.

Pick areas important to the firm and the future of your team. 

Here are a few examples:

1. Leadership. Creating leaders enables team members to progress in their careers and enables organisations to build out teams under their direction. Workshops can cover leadership styles and the benefits of leading to encourage and inspire team members to progress, as well as provide tips for success. 
2. Management. Include team members aspiring to manage, as well as managers themselves and above. Discussions will include different approaches on how to deal with team members, engage people, handle task management, and manage up as well as down.
3. Networking. Encouraging your team to network and bring in their own clients excites some people and provides opportunity. Share how to feel comfortable and confident when networking; discuss different situations comparing how to engage with clients, potential clients, referrers, and potential referrers. The discussion of emotional intelligence and opening up peoples’ minds to what others may or may not be thinking during a conversation when networking is high-level knowledge.
4. Public speaking. Fear of public speaking (glossophobia) is common, especially in those who have not done it before. Workshops gently encourage rookies to present in small groups before presenting in team meetings, then to clients, and maybe even at GGI conferences. Training could include techniques to overcome fears, generate confidence, and produce speakers who promote the values and offerings associated with your organisation. 
5. Growth mindset and well-being. Not all individuals want to progress. Encouraging an extra 10% from this group, providing the ambitious power to improve, and promoting a growth mindset while protecting mental health can strengthen and progress teams. Workshops can share benefits, provide ideas on how to deal with criticism and use it as a powerful force, and support team members in how to achieve a clear mind and switch off.

The programme must capitalise on progress made from workshops. To keep key people engaged consider a WhatsApp group sharing self-development material. Consider using workshops alongside employee appraisal processes to review progress and participation. (Another “P” would be passion, which we all love!)

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Ben Korklin started his own practice in 2010 before selling and joining Lawrence Grant LLP in 2013. He is involved in all areas of general practice, specialising in personal tax, corporation tax, strategic planning, mergers and acquisitions, and specialist services to the media sector. His client portfolio includes UK and overseas companies and individuals.