Talent Management

Talent management is the systemic process of creating and sustaining individual competencies that will help deliver the business strategy 

-- Dave Ulrich

Waterford’s Talent Management Services are based on your business goals. 

In our Talent Management strategy sessions, we work with you to ask and answer questions such as,

  1. What skills and competencies do team members need to deliver on our performance goals?

  2. What is the organization currently doing to develop skills and competencies, for today and for the future of our business?  

  3. Where and how can we improve?

  4. How will we measure success?

  5. How can we be ready for what's next in our field of business?  

 

The strategies, programs, and initiatives we develop and help you launch are designed to cultivate the internal motivation and skill sets needed by team member in support of professional excellence and organizational outcomes.  All services are customized to your specific needs.

Our Talent Management Services are a fit for you if you are seeking to:

  • Close the gap between the mission and business goals of the organization and day-to-day actions of team members

  • Develop individual core competencies that have a direct impact on business or performance results

  • Build team competencies, managerial competencies, and leadership competencies vs. individual competencies

  • Foster individual and team productivity through creativity, quick thinking, and high social and emotional intelligence

  • Cultivate “nimble learners” who can adapt quickly to disruptions

  • Effectively meet the ongoing demands of a changing business, industry, or community climate

  • Harness ideas for new products, programs, and services

  • Productively manage conflict

  • Attract employees who want to develop professionally or are seeking to have an impact

  • Retain employees and increase job satisfaction

 

Contact Beth Offenbacker, Ph.D., CPCC, to discuss if our Talent Management services are right for your organization.

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