Keynote presentation, given to the Executives Capital Club in Bahrain 2012, focusing on the challenges on Talent Management during crisis time

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2. Agenda for today
• Talent Management in good times
• Talent Management in bad times
• Each problem is an opportunity
• Be prepared for the future
• Conclusion and recommendations

3. Talent management in good times
Life is good when the economy is
booming, companies have budgets
for training, coaching and
consultants.
Human Resources are busy with
recruiting and developing.
As an employee you have options
and you are taken care off!

4. Talent management in good times
Staff are like fish. In good times…
Our staff get’s hooked by others.
Staff is looking for new opportunities.
A place, always being greener in an
other company, another bowl.

5. Talent management in good times
You invested in training and
development, and then they
leave the company…
Staff is hunted and chased. Nothing
more frustrating for HR than to see
how other cat’s in the neighborhood,
want to feed themselves on what you
developed.

6. Talent management in bad times
But in bad times employees fear for
their job.
Human Resource has to squeeze
their budgets and manage human
capital as effective as possible.
Management can’t afford to spend
money on training and coaching.
Suddenly we need to manage our
business with the resources that
are available.

7. Talent management in bad times
Management is frustrated when
staff complain.
“They should be happy to still have
a job!”
We have to make choices in bad
times. Or we pay bonuses, and
reduce the workforce. Or we retain
staff and keep paying the salaries.

8. Talent management in bad times
Less jobs are available, and more staff.
Headhunters have sea of choices.
It is hard to motivate staff.
You can’t offer them much on training.
Most positions are filled.
Even if the other side is
greener, no chance to get
their!

9. Talent management in bad times
You would expect in bad times, that
we strengthen ourselves?
But most staff protect their positions
And in times of crisis companies
become less aggressive.
Even headhunters become kittens
when hunting.

10. Each problem is an opportunity
Did you know that times
of crisis, are a great
opportunity to:
-Increase talent’s
effectiveness
- Achieve with the same
talent pool, more results
- Decrease even costs in
workforce

11. Each problem is an opportunity
Each problem can become
an opportunity!
By reviewing the challenges during
crisis time, we find SMART ways to
identify opportunities to change:
- The way we work
- The strengths we can re-enforce
- The elements that motivate us

12. Each problem is an opportunity
During the analysis of a situation of crisis,
we need to remember:
- What are our main objectives?
- What are our values we stand for?
- What are our strengths?
- What makes our customer loyal?
Let’s have a look at our current situation
and see if we can develop opportunities
to improve and become more effective

13. Each problem is an opportunity

14. Each problem is an opportunity
A performance plan is often seen as a time plan
But an effective process of performance is
relates to motivation and coaching
The keys to successful performance are:
- Managers who can motivate & coach
- Talent managers who are empowered
to manage the workforce plan and
align the performance objectives to
a talent management plan.

15. Each problem is an opportunity
A lean workforce plan helps managers to orchestrate the
organization more effectively and forecast workforce
costs on time.

16. Each problem is an opportunity
In times of crisis we have the opportunity
to built stronger teams and stronger
leaders who make the teams
more effective
We have an opportunity to develop a sustainable change.
And implement a more motivated
team that builds on it’s strengths.

17. Each problem is an opportunity
Result:
Talent management in crisis time builds a motivated
team that achieves better in a more effective way.

18. Being prepared for the future
A check-list for Talent and HR managers:
3. Update the workforce plan
4. Align the workforce plan with
the strategy and objectives
5. Ensure that your managers
have coaching capabilities
6. Invest on resource capabilities
you have in-house
7. Work around team motivation

19. Being prepared for the future
During times of crisis we should not try
to make from a goldfish, a sharks.
By adding responsibilities to their
existing job description we only
demotivate and increase pressure
Instead we should try to develop our
staff in good times so they can become
strong and motivated team players
during bad times.

20. Conclusion & recommendations
Talent and HR management is about supporting and plan
the development of staff on long term.
In times of crisis, we should continue
to make the workforce lean and strong.
The investment to increase existing
capabilities is low.
The gain of a motivated team during
Crisis times is very high.