Overview
Confronted with both an ageing workforce and an increasing demand for highly educated and skilled people, leaders will have to find answers for the years ahead to the question of how to attract and retain good people for their companies.

Recent research from the European Association for Personnel Management, based on a survey of 1,350 managers in the EU, found that of the five major HR challenges facing companies Talent Management was the number one priority. Less than a third of these companies stated that they were already taking action to tackle the issue - specifically retaining good people and managing the internal talent issue from the inside.

Companies are also increasingly hiring employees whose personalities and values reflect those of the organization. This is because job-related skills are not always the best predictor of performance and can easily be changed, whilst values and personalities cannot.

The culture of a particular society also plays an important role in determining the cultural fit of talent management practices (Stahl). As Eurians we can offer the best of both worlds being European in scale but at the same time locally specific; we can offer best practices and adapt them to local needs.

Objectives
The service we offer in this field will help and support companies, departments or teams to achieve their objectives in this area by understanding the needs, and then finding and retaining the right people for and in the company.

Description
Our approach when working in talent management interventions is based on a coaching process carried out over time and designed to align the needs of the individual for personal growth, learning and progression within the company with the requirements of the company for the knowledge, skills and attitudes that he or she can bring. Often this takes place against a background of organisational change. The key elements of this coaching process are:

• It is about acting, feeling, reflecting, evaluating options and drawing conclusions.
• It supports the individual, learning how to take action in order to reach the desired outcome by executing various steps from an action and development plan.
• The coaching process involves a coach, a coachee, a sponsor, and sometimes also the subordinates of the coachee.
• Work is based on a solid relationship between the coach and the coachee who together agree upon expectations, objectives, structure, roles, responsibilities, trust and confidentiality.
• Every step in the process is evaluated to ensure that it meets the expectations and the needs pre-determined for the coaching assignment.
• All our interventions are tailored to the specific needs of the client.

Supporting Tools
To support the process we use a selection of best-in-class tools and assessment instruments, such as 360–degree instruments and other diagnostics, focusing on behaviour, or personality, or driving forces. Examples of the specific tools we use are:

• Myers Briggs Type Indicator (MBTI®)
• Leadership Effectiveness Analysis – (LEA 360™)
• Tailor made 360° feedback questionnaires
• Personal Directions® (PD)
• Profiles Role Matching Assessment Tool
• Situational Leadership® based Role definition Matrix
• Development Tool
• Career Management Review format