4G Talent Management Application
Linking Behaviour to Bottom Line Performance
Linking Talent Development to Deployment Linking talent development to talent deployment and extending the reach of talent management all go towards creating a high performing organisation.
Talent Management Benefits
What is talent management?
ship and enhanced skills
> Foster the growth of talent
While the importance of talent man-
While there is arguably a need to iden-
> Building shared experiences & processes
agement seems to be gaining wide-
tify talent before one can deploy or
> Link talent development to deployment
spread acceptance, it is perhaps useful
develop it, this is by no means essen-
to start by answering the question
tial. That said, there are numerous
> Create a high performing organisation
Please note, this document is intended to
‘what is talent management’? In princi-
methods concerned with the identifica-
accompany
management
ple, talent management enables an
tion of talent. Skills assessment, com-
demonstration of the Visual Team Builder.
organisation to accomplish its goals in
petencies, 360 degree feedback and
This demo can be found at the link below.
a more effective and efficient manner,
performance management all come
for example, doing things more cheap-
into the equation.
the
talent
http://www.fourgroups.com/talent
ly, more quickly and more reliably. In addition, Four Groups’ believes that tal-
If identifying talent is the starting
ent management consists of three core
point, then its development and
activities;
deployment allows the objectives of talent
An Example 4G Situation Degree of Psychological Comfort No effort Minimal effort Some effort Significant effort
1Si
to
be
fully
1. The identifica-
realised. Similarly, the development
tion of talent, via
and deployment of talent directly
skills and per-
impact one another. The best examples
formance man-
of this being graduate training pro-
agement 2Ti
management
for
grams and senior secondments. While
example
both these activities directly link devel-
2. Deploying tal-
ried out against a background of rela-
opment and deployment, they are car2Fe 1Ne 3Te
ent that benefits
tive stability and commitment on the
both the organi-
part of both the individual and the
sation and the
organisation. This is usually over a peri-
individual
od of a few years, rather than a few months.
2Ti 3Fi
3.
Developing
talent in terms of
Graduate training and secondment are,
improved leader-
in the main, highly valued by those
Linking Talent Development to Deployment
who experience them and the organi-
for 4G split into two areas, deployment
Who are we?
sations that provide them. In terms of
and development. Focusing on deploy-
Four Groups offers a methodical approach to under-
talent management however, one
ment, once people’s suitability and
standing behaviours, relationships and culture. This
might argue that these activities bene-
availability for a role is known, 4G
document provides some background to our work
fit only a fraction of an organisation’s
seeks to maximise the performance of
around recruitment, optimising hiring decisions and
‘talent pool’. The obvious question to
that individual, their relationships and
creating high performing teams.
ask therefore is ‘how can the benefits
overall group dynamics. As many
of linking development and deploy-
processes and functions require team
ment be extended to the largest num-
work and a reliance on others, ensuring
ber of people?’ This then raises the fol-
that relationships and group dynamics
lowing questions;
are operating at their best is the key to
agement. Knowing this information in advance speeds the learning process and ensures maximum relevancy and resonance for the participant.
achieving high performance. The second aspect of development
1. How can talent management benefit the largest number of people?
When using 4G, it is possible to both
2. What efficiencies can be gained by
predict the new relationships that are
increasing the reach of talent manage-
formed when deploying talent and to
ment?
optimise the performance of existing
3. How does talent management lever-
relationships. From a talent manage-
age the uniqueness of the organisa-
ment perspective, the benefits of using
tion?
4G apply in situations as diverse as
Our solution
project teams and long term teams),
In order to answer the questions above,
oration and organisational design.
Four Groups have created a methodolo-
Further, all of these deployment activi-
gy called 4G. 4G lets organisations link
ties are driven by the same software
the development and deployment of
tool, the Visual Team Builder. A link to a
talent together. The methodology also
demonstration of the Visual Team
extends the reach of talent manage-
Builder is below.
looks at improving and optimising an individual’s relationships with their colleagues. In line with the deployment application, the means to improve and enhance relationships goes a long way to improving overall performance and effectiveness.
recruitment, team composition (one off How does 4G work?
succession planning, mentoring, collabprocess. People generally need an hour, split between a short briefing, an online personality questionnaire and a feedback session. Optionally, further time may be spent on more feedback, either for individuals or for the whole
ment, potentially throughout an entire organisation.
Using 4G is a very quick and simple
http://www.fourgroups.com/talent
group. At the end of the process, individuals receive their own reports, while
By linking development to deployment
Turning to development, 4G contains a
and increasing the reach of talent man-
suite of coaching modules and inter-
agement, improvements and efficiency
ventions that enhance an individual’s
gains are possible. Ultimately, linking
own learning and personal growth.
development to deployment and gain-
Concerning the coaching modules, each
ing operating efficiencies from talent
one is written around a particular sub-
management all contribute towards
ject such as leadership, negotiation or
leveraging the uniqueness of the
creativity. In addition to the topic, all of
organisation.
the modules are then customised for each individual. Put another way, the
What are the talent management
bespoke modules are written to reflect
applications for 4G?
how that person approaches and works with the particular topic, for example,
The talent management applications
leadership, negotiation or time man-
a group report is made available for the decision maker and/or the group, depending on what is required.
Linking Talent Development to Deployment
What is 4G based on? 4G is a proprietary approach to predicting relationships, behaviour and group cultures. Based in part on the work of Swiss psychiatrist Carl Jung, 4G incorporates measures of people’s strengths, creativity, motivation and weaknesses. The model contains 16 definitions of individual’s behavior, 14 different relationship types and 4 examples of group culture.
Four Groups Ltd 5 St. Johns Lane London EC1M 4BH, United Kingdom Tel: +44 (0) 20 7250 4779 Email: contact@fourgroups.com www.fourgroups.com © 2007 Four Groups Ltd, 5 St. Johns Lane London EC1M 4BH, United Kingdom. All rights reserved. No part of this document may be reproduced without express written permission from Four Groups Ltd.
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