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A Talent Development Roadmap for Your Nonprofit

Country road with 2022 painted on it an arrow pointing forward depicting the path forward for Talent Development

Recommendations for Your Talent Roadmap

 

There’s probably nothing a CEO, executive or HR leader would pay more for than an accurate and reliable picture of what is to come. While I can’t provide you with a perfect glimpse of the future for every aspect of your nonprofit's operations, I can provide you with some great recommendations on how to make the most of your talent for next year and beyond.

These recommendations were developed based on the results of the CUES Talent Development Survey. This survey is conducted exclusively among CUES member credit unions, but the recommendations are applicable for any organizations, including other nonprofits.  

So, please read on for help in creating a useful and effective 2022 talent road map for your nonprofit.

 

Three Key Recommendations

What should you consider incorporating into your 2022 talent road map?

First, take a flexible approach to staffing. While much is still unknown about how the impacts of the pandemic and new ways of working will affect organizations the long term, one thing is certain: There is no one-size-fits-all “right answer” about how to structure your workplace. Many organizations that had never previously considered remote work options found during the pandemic that it could be done—and that there were some related benefits worth exploring further. On the other hand, great energy and great ideas can come from being together in person.

Second, offer multiple opportunities and options for leadership development. Yes, this also relates to being flexible! Consider what today’s leaders need to know—and predict what they will need to know next year. For example, they probably still need to know about the perennial foundations of leadership, such as how to focus on the core mission, key metrics and the ability to communicate that  mission and vision and keep the team aligned to them. Tomorrow’s leaders also will need to know how to facilitate conversations and initiatives focused on diversity, equity and inclusion as well as how to lead virtual or hybrid teams.

In addition to flexibility in leadership learning content, organizations will want to consider options in leadership learning delivery, which include (but are certainly not limited to) developmental project assignments, formal assessments of leadership, and both formal and informal online and in-person learning.

In all, there isn't a singular path for leadership development in talent road maps. Offering a wide range of options to meet varying staff needs and preferences can help boost participation, engagement and results.

Finally, introduce coaching and mentoring to improve management performance. In an environment that includes daily predictions about an impending mass exodus of staff, organizations are rightly concerned about losing talent. They’re also concerned about ensuring they have the bench strength to fill future leadership roles. Nonprofits aren’t immune to these concerns. Coaching and mentoring can play a key role in attracting, developing and retaining top talent.

These are just a few recommendations, I hope they can help set you down the right path for your upcoming talent development efforts. I'd love to hear your thoughts on these and other ideas that we all can benefit from.

 Be Talented  TalentED Mark 

 

John Pembroke is the President & CEO of CUES, the parent organization of TalentED.

 

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