{"id":33111,"date":"2020-05-13T00:35:25","date_gmt":"2020-05-13T07:35:25","guid":{"rendered":"https:\/\/www.orgchartpro.com\/?p=33111"},"modified":"2020-07-01T06:07:09","modified_gmt":"2020-07-01T04:07:09","slug":"blindsided-by-talent-gaps","status":"publish","type":"post","link":"https:\/\/orgchartpro.de\/de\/blindsided-by-talent-gaps\/","title":{"rendered":"Blindsided by Talent Gaps"},"content":{"rendered":"

At a time when businesses are reevaluating the composition of their workplaces we\u2019re revisiting this client story which first appeared in the <\/em><\/span>March 2016 edition<\/em><\/span><\/a> of IHRIM\u2019s Workplace Solutions Review. <\/em><\/span><\/p>\n

By Joe Kollinger<\/em><\/span><\/p>\n

A unique visualisation of the workforce gave one of our clients advance warning of talent gaps enabling management to increase profits, improve customer satisfaction and reduce flight risks.<\/em><\/span><\/p>\n

<\/a>\u201cWe\u2019re in trouble.\u201d<\/h3>\n

\u201cI can\u2019t tell you how many status reports I get telling me everything is just fine,\u201d confided the VP of a large defense contractor. \u201cWe have a big problem. We are constantly getting blindsided with talent gaps on our most critical programs. I\u2019m told everything is perfectly on schedule, but then we\u2019re getting ugly surprises every day. We aren\u2019t hiring fast enough, we have employees leaving, we discover we\u2019ve hired redundant talent \u2013 all leading to significant cost overruns and missed delivery dates. It creates a horrible domino effect as we have to pull resources from other projects or pay steep premiums for contractors. To make matters even worse, customer satisfaction has been so low that we\u2019ve lost three big clients \u2013 resulting in hundreds of millions in lost business to our competition. If only we could have seen these issues earlier. I need a solution that gives me a way to visualise the talent issues on a project by project basis across my organisation \u2013 with enough of an early warning that I can do something about it.\u201d<\/span><\/p>\n

It\u2019s a problem familiar to HR management of large businesses all over. How to foresee talent threats across all the company\u2019s critical programs?<\/span><\/p>\n

<\/a>Mapping Talent to see the Future<\/h3>\n

Our client had plenty of data, but what they didn\u2019t have was a way to pull useful insights from it. Different departments of the company had their own processes and nothing was standardised. \u201cIf we can develop a common dataset for these presentations, then we can make continuous improvements that all of our critical projects will benefit from,\u201d explained the VP of Finance. After interviewing the VPs and gaining insight and understanding their pain points, our initial challenge was to devise a way to normalise the data into a standardised view that would empower management with insight and control over the program risks related to talent.<\/span><\/p>\n

\u201cWe have 150 strategic programs that need to be talent mapped. I can\u2019t picture us doing this manually in PowerPoint,\u201d – VP of HR.<\/em><\/span><\/p>\n

\"Visualizing,

Figure 1. Each employee represented in a talent card.<\/p><\/div>\n

The Talent Map concept was created so management could quickly analyze as many programs and work groups as possible. We collaborated with the client to determine what kind of information was needed, developing a visual layout so that management would have a clear picture. The data sources used for the map were the company\u2019s HRIS, manager interviews, and client interviews of both employees and contractors. This objective and subjective data were compiled into the map. Each employee was represented as a card with standard data fields, symbols, and coloring.<\/span><\/p>\n

The result was an informative snapshot of an individual revealing their talent profile in a compact, easy-to-read format. The example in<\/span> Figure 1 <\/span>shows a Systems Engineer, who was a full-time employee with critical skills, recognised as top talent, costing above industry benchmark, highly experienced, and with a solid performance rating. As you can see, Talent Map created a snapshot of the person in a standardised view so all the employees could be compared easily and quickly.<\/span><\/p>\n

<\/a>The Talent Map Layout<\/h3>\n
\"Visualizing,

Figure 2. Talent Map Legend \u2013 color coding notation.<\/p><\/div>\n

The next challenge was determining the best way to represent each program talent pool. Rather than using a traditional organisational chart hierarchy they opted for a \u201csoft hierarchy\u201d where individuals would be grouped by job function and management level. The matrix would support the existing executive process for evaluating the strength and cost-effectiveness of each team.<\/p>\n

.<\/span><\/span><\/p>\n

In Figure 2 we see each resource profiled and organised into a color coded matrix of level and function. Our client now had a standardised view of the organisation\u2019s talent.<\/span><\/p>\n

<\/a>Automation<\/h3>\n

Historically the client did have some information to provide warning of program risks but it was piecemeal and inconsistent. We automated the aggregation of information into presentations that gave a holistic perspective. A new standardised view and repeatable process positioned the client for consistent success.<\/span><\/p>\n

\"Visualizing,

Figure 3. Putting it all together \u2013 Talent according to functional area and management level.<\/p><\/div>\n

<\/a>Managing Teams<\/h3>\n

The Talent Map was interactive so gaps could be identified and individuals moved around to model changes. Beyond identifying gaps, common challenges that management encountered\u2014programs ramping up, programs running behind schedule or exceeding budget, loss of key resources\u2014all benefited from this analysis. A team ramping down could allocate talent to new programs without negative impacts. <\/span><\/p>\n

\u201cThe amount of talent information we have at our fingertips makes it much easier to effectively respond to change. Whether moving employees within a program or to a new program, we are able to make transitions more gracefully,\u201d – Portfolio Manager.<\/em><\/span><\/p>\n

As programs and organisations encounter new talent requirements, the maps facilitate efficient identification of best fit employees. Scarce, in demand, and highly-skilled resources become easier to identify and share across the company. This reduces the need for expensive contractors to fill expert positions on an emergency basis.<\/span><\/p>\n

<\/a>The Result<\/h3>\n

A pilot project was designated as a test run of the Talent Map, and program leadership met with the executives and HR to discuss the results. \u201cIt became immediately clear we were at risk of losing 20 percent of our resources before project completion \u2013 which would be a disaster,\u201d the Program VP reported. \u201cThat information is now being fed into our plans for employee retention.\u201d<\/span><\/p>\n

It was also noted that some senior client-facing positions were actually third-party resources. \u201cWe are trusting non-employees to represent us to our clients. This poses a serious risk to client intimacy when we use contractors at this level,\u201d remarked another executive. This concern was validated shortly thereafter as the client in question was lost to the competition.<\/span><\/p>\n

Loss of clients and unmanaged flight risks, both significant threats to the business, were quickly exposed by the Talent Map. Within a year, unmanaged flight was reduced by over 40 percent and no clients were lost on programs using the Talent Map process. Management now had advanced warning of these threats and could act on them effectively for the benefit of the entire business.<\/span><\/p>\n

OfficeWork Software provides innovative solutions enabling our clients to successfully manage organisational change. <\/span>Our software helps organisations manage, model, and align the workforce. Get a <\/span>free one-hour assessment<\/span><\/a> of your organisation\u2019s talent risk exposure. During this assessment you will:<\/span><\/p>\n

\n
\n
\u25cf<\/span>Identify strategies to expose hidden talent risks<\/span><\/div>\n<\/div>\n
\n
\u25cf<\/span>Learn how to avoid being surprised by status reports<\/span><\/div>\n<\/div>\n
\n
\u25cf<\/span>Identify employee flight risks<\/span><\/div>\n<\/div>\n
\n
\u25cf<\/span>Expand your knowledge of visualisation strategies to manage workforce transformation<\/span><\/div>\n<\/div>\n<\/div>\n

.<\/span><\/span><\/p>\n<\/div>

<\/div><\/div><\/div><\/div><\/div>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":2,"featured_media":33113,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[36],"tags":[250,108,101,1241,48,45,44,83],"class_list":["post-33111","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-expert-advice","tag-expert-advice","tag-hr-management","tag-joe-kolinger","tag-talent-gaps","tag-talent-management","tag-talent-visualization","tag-workforce-planning","tag-workforce-visualization"],"yoast_head":"\nBlindsided by Talent Gaps - OrgChart - Germany<\/title>\n<meta name=\"description\" content=\"A unique visualization of the workforce gave one of our clients advance warning of talent gaps enabling management to increase profits, improve customer satisfaction and reduce flight risks.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/orgchartpro.de\/de\/blindsided-by-talent-gaps\/\" \/>\n<meta property=\"og:locale\" content=\"de_DE\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Blindsided by Talent Gaps - OrgChart - Germany\" \/>\n<meta property=\"og:description\" content=\"A unique visualization of the workforce gave one of our clients advance warning of talent gaps enabling management to increase profits, improve customer satisfaction and reduce flight risks.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/orgchartpro.de\/de\/blindsided-by-talent-gaps\/\" \/>\n<meta property=\"og:site_name\" content=\"OrgChart - Germany\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/OrganizationalChartingSoftware\" \/>\n<meta property=\"article:published_time\" content=\"2020-05-13T07:35:25+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2020-07-01T04:07:09+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/orgchartpro.de\/wp-content\/uploads\/shutterstock_1173144787.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1000\" \/>\n\t<meta property=\"og:image:height\" content=\"667\" \/>\n<meta name=\"twitter:card\" content=\"summary\" \/>\n<meta name=\"twitter:creator\" content=\"@orgchartpro\" \/>\n<meta name=\"twitter:site\" content=\"@orgchartpro\" \/>\n<meta name=\"twitter:label1\" content=\"Gesch\u00e4tzte Lesezeit\">\n\t<meta name=\"twitter:data1\" content=\"7\u00a0Minuten\">\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Organization\",\"@id\":\"https:\/\/orgchartpro.de\/de\/#organization\",\"name\":\"OrgChart Pro\",\"url\":\"https:\/\/orgchartpro.de\/de\/\",\"sameAs\":[\"https:\/\/www.facebook.com\/OrganizationalChartingSoftware\",\"https:\/\/www.linkedin.com\/company\/806102\",\"https:\/\/www.youtube.com\/user\/OrgChartProfessional\",\"https:\/\/twitter.com\/orgchartpro\"],\"logo\":{\"@type\":\"ImageObject\",\"@id\":\"https:\/\/orgchartpro.de\/de\/#logo\",\"inLanguage\":\"de\",\"url\":\"https:\/\/orgchartpro.de\/wp-content\/uploads\/orgchartpro-logo-55h.png\",\"width\":140,\"height\":55,\"caption\":\"OrgChart Pro\"},\"image\":{\"@id\":\"https:\/\/orgchartpro.de\/de\/#logo\"}},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/orgchartpro.de\/de\/#website\",\"url\":\"https:\/\/orgchartpro.de\/de\/\",\"name\":\"OrgChart - Germany\",\"description\":\"The Better Way To Chart Your Organisation\",\"publisher\":{\"@id\":\"https:\/\/orgchartpro.de\/de\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":\"https:\/\/orgchartpro.de\/de\/?s={search_term_string}\",\"query-input\":\"required name=search_term_string\"}],\"inLanguage\":\"de\"},{\"@type\":\"ImageObject\",\"@id\":\"https:\/\/orgchartpro.de\/de\/blindsided-by-talent-gaps\/#primaryimage\",\"inLanguage\":\"de\",\"url\":\"https:\/\/orgchartpro.de\/wp-content\/uploads\/shutterstock_1173144787.jpg\",\"width\":1000,\"height\":667,\"caption\":\"Blindsided by Talent Gaps\"},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/orgchartpro.de\/de\/blindsided-by-talent-gaps\/#webpage\",\"url\":\"https:\/\/orgchartpro.de\/de\/blindsided-by-talent-gaps\/\",\"name\":\"Blindsided by Talent Gaps - OrgChart - Germany\",\"isPartOf\":{\"@id\":\"https:\/\/orgchartpro.de\/de\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/orgchartpro.de\/de\/blindsided-by-talent-gaps\/#primaryimage\"},\"datePublished\":\"2020-05-13T07:35:25+00:00\",\"dateModified\":\"2020-07-01T04:07:09+00:00\",\"description\":\"A unique visualization of the workforce gave one of our clients advance warning of talent gaps enabling management to increase profits, improve customer satisfaction and reduce flight risks.\",\"breadcrumb\":{\"@id\":\"https:\/\/orgchartpro.de\/de\/blindsided-by-talent-gaps\/#breadcrumb\"},\"inLanguage\":\"de\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/orgchartpro.de\/de\/blindsided-by-talent-gaps\/\"]}]},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\/\/orgchartpro.de\/de\/blindsided-by-talent-gaps\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"item\":{\"@type\":\"WebPage\",\"@id\":\"https:\/\/orgchartpro.de\/de\/\",\"url\":\"https:\/\/orgchartpro.de\/de\/\",\"name\":\"Home\"}},{\"@type\":\"ListItem\",\"position\":2,\"item\":{\"@type\":\"WebPage\",\"@id\":\"https:\/\/orgchartpro.de\/de\/blindsided-by-talent-gaps\/\",\"url\":\"https:\/\/orgchartpro.de\/de\/blindsided-by-talent-gaps\/\",\"name\":\"Blindsided by Talent Gaps\"}}]},{\"@type\":\"Article\",\"@id\":\"https:\/\/orgchartpro.de\/de\/blindsided-by-talent-gaps\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/orgchartpro.de\/de\/blindsided-by-talent-gaps\/#webpage\"},\"author\":{\"@id\":\"https:\/\/orgchartpro.de\/de\/#\/schema\/person\/589168cc1ae988a5770b6dc145e5420d\"},\"headline\":\"Blindsided by Talent Gaps\",\"datePublished\":\"2020-05-13T07:35:25+00:00\",\"dateModified\":\"2020-07-01T04:07:09+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/orgchartpro.de\/de\/blindsided-by-talent-gaps\/#webpage\"},\"publisher\":{\"@id\":\"https:\/\/orgchartpro.de\/de\/#organization\"},\"image\":{\"@id\":\"https:\/\/orgchartpro.de\/de\/blindsided-by-talent-gaps\/#primaryimage\"},\"keywords\":\"Expert Advice,HR Management,joe kolinger,Talent Gaps,Talent Management,Talent Visualization,Workforce Planning,workforce visualization\",\"articleSection\":\"Expert Advice\",\"inLanguage\":\"de\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\/\/orgchartpro.de\/de\/blindsided-by-talent-gaps\/#respond\"]}]},{\"@type\":\"Person\",\"@id\":\"https:\/\/orgchartpro.de\/de\/#\/schema\/person\/589168cc1ae988a5770b6dc145e5420d\",\"name\":\"OfficeWork Software\",\"image\":{\"@type\":\"ImageObject\",\"@id\":\"https:\/\/orgchartpro.de\/de\/#personlogo\",\"inLanguage\":\"de\",\"url\":\"https:\/\/secure.gravatar.com\/avatar\/648e8e5e563d367092a8a7c4fc37e10ebf567501443bf7352fdd15d7e0c7d4de?s=96&d=mm&r=g\",\"caption\":\"OfficeWork Software\"},\"description\":\"OfficeWork Software, a longtime leader and innovator in the Organization Chart software industry, helps organizations solve their workforce organizational charting and visualizations needs.\"}]}<\/script>\n<!-- \/ Yoast SEO Premium plugin. -->","_links":{"self":[{"href":"https:\/\/orgchartpro.de\/de\/wp-json\/wp\/v2\/posts\/33111","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/orgchartpro.de\/de\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/orgchartpro.de\/de\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/orgchartpro.de\/de\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/orgchartpro.de\/de\/wp-json\/wp\/v2\/comments?post=33111"}],"version-history":[{"count":3,"href":"https:\/\/orgchartpro.de\/de\/wp-json\/wp\/v2\/posts\/33111\/revisions"}],"predecessor-version":[{"id":33116,"href":"https:\/\/orgchartpro.de\/de\/wp-json\/wp\/v2\/posts\/33111\/revisions\/33116"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/orgchartpro.de\/de\/wp-json\/wp\/v2\/media\/33113"}],"wp:attachment":[{"href":"https:\/\/orgchartpro.de\/de\/wp-json\/wp\/v2\/media?parent=33111"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/orgchartpro.de\/de\/wp-json\/wp\/v2\/categories?post=33111"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/orgchartpro.de\/de\/wp-json\/wp\/v2\/tags?post=33111"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}