Talent development in GCU - Glasgow Caledonian University

More documents

Recommendations

Info

The importance and relevance of talent development to GCU Many researchers and practitioners describe the direct link between the strategic and competitive success of organizations and the talents of their employees [1]. Nurturing talent is a high priority in successful universities [2]. As OD practitioners, we believe that the University’s immediate and long-term success, especially during times of financial pressures, is highly dependent upon getting the best out of the talented individuals who work here. OD’s talent development initiatives help in the identification, development and engagement of people whose talents can benefit the University in the short-term and long-term. Along with activities to develop social capital, our approach to talent development can also help to build university-wide learning and innovation [3]. In alignment with GCU’s vision, mission and strategic goals [4], the talent strategy encompasses activities concerned with three priorities: • Sourcing and nurturing talent • Developing talent and • Making sure people maximize their potential and contribute optimally for the University (See Figure 1) OD’s approach to talent development should not be confused with replacement planning, succession management, workforce planning or other similar, essential and related functions [5]. It may be more useful to think of talent development as identifying potential, releasing potential and harnessing potential – in current jobs or as part of career management. Figure 1: GCU Talent Strategy GCU Vision, mission and strategic goals People strategy Talent strategy Developing talent • Development Centres • GCU Leadership framework • Mentoring and coaching • Secondments • Leadership development Sourcing and nurturing talent • Mentoring • Identifying • Attracting • Selecting Supporting talent • PDAR • Career management • Reward • Promotion Monitoring and evaluation 02 Talent development in GCU August 2010
An overview of OD’s talent development interventions OD enables the fulfilment of the University’s strategic goals through cultural renewal interventions, personal and team development activities plus training courses and workshops. Our talent strategy spans these three arenas as follows: • Cultural renewal: The OD talent development strategy is deployed in harmony with other activities such as School/Department planning and embedding PDAR across GCU. Through aligning individual aspirations to GCU strategic direction, we help individuals achieve personal success and enable the strategic aspirations of GCU. Also, through exercising their leadership behaviours, participants’ day-to-day actions will help develop the environment essential to the success of GCU. • Personal and team development: Our talent strategy is realized mainly through our Development Centres, Career Development Centres, our 360 feedback and GCU’s Preparing for Strategic Leadership programme (see Table 1). • Training courses and workshops: After participating in the development activities mentioned above, participants may wish to develop their skills further through online learning or through participating in the range of training and development opportunities we offer. Table 1: Key features and summary of selected talent development mechanisms offered by OD as part of its talent strategy Current OD talent development mechanisms Leadership Development Centres Career Development Centres Key features summary Typically between one and two consecutive days. Helps participants take stock of their leadership strengths and weaknesses - developing these through participation in individual or group activities plus confidential one-to-one coaching and feedback. Activities feature realistic and relevant issues (eg international agenda, research excellence, competition and collaboration, partnerships and alliances, LTAS etc) and give participants the opportunity to develop key leadership behaviours. Two days – combines the component of the Leadership Development Centre with inputs from various people from GCU regarding expectations of promoted posts and how GCU can help support individual career development. Previous contributors have been: • Professor Mike Smith (PVC Research and Strategy) • Professor Chris Hillier (School of Life Sciences) • Alison Nimmo (Caledonian Academy) • Dr Linda Creanor (Caledonian Academy) • Liisa Hepworth (HR) • Sandra Kay (HR) • Professor Bonnie Steves (Graduate School) 360 degree feedback and coaching GCU Preparing for Strategic Leadership Using the GCU leadership behaviours framework, participants can explore how their leadership behaviours are perceived by a range of people in the workplace. Using a bespoke questionnaire, participants receive anonymous feedback and benefit from one-to-one coaching and feedback in relation to the results. Intended for participants who are looking for promotion or taking on more strategic roles, this programme of modules helps participants develop strengths in key leadership and management skills. The programme taps into some of the above mechanisms and includes workshops on planning and strategy, managing change, coaching for leadership and finance. Participants can work on an individual project and participate in action learning sets. Talent development in GCU 2010 August 2010 03
Page 1: Organisational Development Talent d
Page 5 and 6: Again feedback has been very encour
Page 7 and 8: Bespoke self-profiling questionnair

Talent development in GCU - Glasgow Caledonian University

Create successful ePaper yourself

Delete template?

Save as template?