July is Talent Development Time

Talent discussions are most impactful when they occur outside of year-end reviews

If continuous improvement and a culture of excellence are core to your company, then a strong talent development process—embraced by both managers and employees—is essential.

Talent development programs work best when they happen outside year-end reviews.

Year-end performance reviews typically focus on results and compensation. And understandably, it’s hard for people to engage in meaningful conversations about their personal, professional growth when they’re waiting to hear about earned raises and bonuses.

That’s why a mid-year talent development program can be a game changer. When done right, it includes:
- Growth-focused feedback on skills, behaviors, and responsibilities
- A simple format that helps managers think deeply about their team members
- Coaching tools to support effective 1:1s
- Clear, consistent messaging: this is for everyone’s development

The most effective programs are practical, positive, and personal.

If you’re thinking about starting or refreshing your approach to talent development, I’m always up for a conversation!