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Seb Anthony

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Talent Management


Does anyone have a tool I may use for challenging leaders on their process for selecting Talent. I am hoping from this I can develop a more transparent process.

3 Responses

  1. Talent

    It is important to remember the tool will only be as good as the information within it!

    You obviously feel that a challenge is needed so ,if you are going to challenge, then you need to consider what you are going to challenge them on, not which tool! current outputs? current practice? lack of talent awareness? staff awareness / buyin?

    I have been at the wrong end of an implementation of a tool to support performance/talent management that did’nt work well.

    happy to share other ideas/thoughts




  2. Challenge
    Yes – good clarification.

    I would like to challenge their understanding of high performers and talent i.e. how should we distinguish between the two. Currently, we have too many people identified as Talent and we need to be realistic about what we define as Talent vs. Performers.


  3. We have developed a tool to improve the objectivity and transpar


    We developed a tool specifically for this purpose – its currently being used in a number of public sector organisations as part of their promotions and succession planning processes.  It uses 360 degree feedback as part of the assessment but as most 360 tools can’t deal with the inevitable issues regarding rater bias, people bearing grudges and colluding or picking only those that will provide favourable results, we developed Talent 360 to overcome/limit the impact of most of these issues.  It also devolves much of the ‘governance’ close to those who can deal with it rather than create a bureaucratic workload for the HR function.  An ”ordinary’ 360 tool just wasn’t up to the job, hence we developed one that would be accepted for this purpose.

    Talent 360, with its support for ‘HR Panel’ and Succession Boards, it has certainly created a much more objective and transparent view of the selection process, and all within a unionised environment. 

    It has also exposed when certain individuals were pushed forward for promotion by overly-favourable managers only to find that there were performance issues to be dealt with before any progression.

    Contact me if you’d like to know more.



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