developing & engaging talent

www.impactinternational.com

ENGAGING & DEVELOPING TALENT


DEVELOPING & ENGAGING TALENTANDY DICKSON - IMPACT INTERNATIONAL

Impact International are global leaders in sustainable business transformation and leadershipdevelopment. We operate in 50 countries worldwide from offices in the UK, Europe, AsiaPacific and the USA.

DEVELOPING & ENGAGING TALENTANDY DICKSON: IMPACT INTERNATIONAL



• Global Investment Banking - 1200 participants - Attrition reduced 7%,$500,000 cost savings, 86% of potential leavers stayed

• Global Telecoms - 200 participants - 20% increase on revenues throughinnovation, 9% reduction on attrition worth 1.8m Euros, 26% increase ineffectiveness of coaching

• UK Retail Banking - 200 participants - £400,000 recruitment saving,£1.25m cost savings, £900,000 increase in revenue, 24% increase inemployee satisfaction

• UK Government department UK - 200 participants - 20% increase inefficiency, 27% performance improvement

RESULTS



Telling

Directing

Advising

Listening

Asking

Enquiring

Advocacy Enquiry



Concern

AssetHigh

Potential

HighPotential

Resource

ResourceResource

PotentialConcern

Potential

Perf

orm

ance

TALENT MAP



• Stakeholders

• Business outcomes

• Learning outcomes

• Evaluation

• KPIs

• Success criteria

CLEAR LINE OF SIGHT



• Expectations

• Culture

• Commitment

• Learning process

• Learning vehicles

• Architecture

CONSIDERATIONS



EXPERIENTIAL LEARNING

REFLECTION KNOWLEDGE

EXPERIENCE SKILL



LIVE

DISTANCE

ONLINE



MostLearning

Least LearningComfort

Challenge - Out of comfort zone

Fear

Level of stretch



NewThinking &Strategy

DailyActivities

Innovation

Business As Usual

Curiosity, Exploration and Adventure

CompetitiveAdvantage



Who

Why

How

What

Where and when

Feelings & Emotions

Beliefs & Values

Facts & Gossip

Ritual

Higherpersonalrisk

Lowerpersonal risk

Action Communication

BEHAVIOURAL CHANGE



Business As Usual CompetitiveAdvantage

Business

EnvironmentSociety



Direct line of sight tobusiness outcomes shoulddefine learner outcomes

INSIGHT 1



Consult stakeholders and beclear on expectations and

success criteria

INSIGHT 2



Carefully consideredarchitecture should be

sensitive to organisationalculture and learner’s reality

INSIGHT 3



Emotional engagement,interaction and personal

feedback will take learningto a much higher level

INSIGHT 4



Learning that is stretching,memorable, well facilitatedand supported back in the

workplace will be mostsustainable

INSIGHT 5

developing & engaging talent

Documents