Managing Talent to Win
A company can compete more effectively by building a talent mindset. After all, a company is a collection of people working together to create value for a customer and then capture that value for the company. Managing Talent to Win offers insights on how to identify the capabilities needed in your organization and how you—the leader—can assist. Managers can lead a talent-focused organization by breaking down barriers and creating an environment where the processes to develop your people’s talent are simple and practical.
Keith Halperin, senior client partner for Korn Ferry Hay Group, alongside Purdue faculty experts Allan Gray and Michael Gunderson, will lead the program based on Purdue’s six-part talent management model:
At this seminar, you will:
- Develop an individualized plan to improve talent management at the team level.
- Learn to identify and prepare the right people for critical positions in a way that differentiates your business.
- Learn the process to develop plans for effectively leveraging strategic employee talent.
- Develop new capabilities for building relationships.
- Build leadership and managerial capabilities.
Aligning Talent with Strategic Capabilities
Food and agribusiness firms must recruit and retain the right kind of talent for their organizations. Surveys indicate that the industry is looking for people with strong interpersonal communication skills, critical thinking skills, cultural and gender awareness, and a knowledge of business, among other characteristics and capabilities. If every company’s number one strength is their people, it cannot possibly be a strategic advantage, because the core of strategy is differentiation. In this session, we will look at a process to determine what capabilities your strategy requires and then determine the talent that will be necessary to execute that strategy at the highest level.
There is no single right leadership style. A good leader can adapt and shift from leader as boss and evaluator to leader as partner and cheerleader. An effective manager operates based on the belief that people can and want to develop. The best leadership style to encourage development depends on the employee and the task. Setting goals with the employee and developing a process for following up on goals and using them as benchmarks will be a part of this session.
Performance Management and Execution
Inherently important parts of retaining talent are assessing, coaching, and rewarding performance. This places performance management as a cornerstone to financial success. Using the concepts from One Page Talent Management and The Four Disciplines of Execution, this session will examine the science of performance management and lay out a simple tool that works.
Managing Critical Conversations
At the core of managing talent is the human element, meaning our interactions and conversations are an integral part of the process. In this session, we’ll examine the premise of 5 Conversations: How to Transform Trust, Engagement, and Performance at Work. We’ll make a detailed assessment of how relationships with our employees benefit from intentional conversations that focus on establishing a trusting relationship, agreeing on mutual expectations, showing genuine appreciation, challenging unhelpful behavior, and building for the future.
Best Practices for Developing Talent
Throughout the workshop, you will have opportunities to summarize your thoughts and examine the actions you will need to take back in the work environment. Developing people is only one role managers play. An organized approach includes expressing care, challenging growth, providing support and resources, sharing power, and expanding possibilities and working together.
Who should attend?
The workshop will be beneficial for:
- Middle and upper-level managers new to their managerial role.
- Middle and upper-level managers with experience who are looking for frameworks and tools in order to take their people management capabilities to the next level.
Register with a Colleague
Instituting new managerial practices can be more effective when approached with one or two colleagues. Consider attending as a team of three or more.
*Please note that Indiana is on Eastern Daylight Time (EDT) during this conference.
*A printable pdf of the agenda is available for download here.
Tuesday, June 21, 2020
Krannert Room 758
Program Overview and Introductions
Aligning Strategy and Talent
Determining Talent Capabilities
Determining Talent Capabilities (cont.)
Panel Discussion: Connecting Strategic Capability and Talent Acquisition
Networking Activity with Purdue Students & Welcome Reception
Wednesday, June 22, 2020
Performance Management: Setting Goals and Feedback
Performance Management: Execution and Accountability
Adjourn and Depart
Thursday, June 23, 2020
Best Practices for Developing, Leading, and Coaching Talent (Part 1)
Best Practices for Developing, Leading, and Coaching Talent (Part 2)
What it all means: my follow-up action
Krannert, Purdue University, Room 758
403 West State Street
West Lafayette, IN 47907
We have a room block reserved for the group checking in on Monday, April 20th and checking out on Thursday, April 23rd. Please contact the Hilton Garden Inn West Lafayette to make your reservation ahead of time and mention that you are with Managing Talent to Win program to receive the $103 room rate. Check-in is at 3:00 p.m. and check-out is at 11:00 a.m.
Arrival and Departure/Transportation
Covered parking is available at the Hilton Garden Inn. The Hilton Garden Inn has a free shuttle that you may reserve at the front desk to take to campus. There is also guest parking in the Grant Street Parking Garage if you choose to drive to campus. A parking pass to exit the garage will be provided at registration.
Please eat breakfast before attending the program. We will provide lunch to the group both days. Coffee, soft drinks and refreshments will be available throughout each day as well.
What to Wear
Attire for the conference is business casual. April in Indiana is typically cooler with a low of 55 degrees and a high of 68 degrees. Layers are recommended for the classroom.
Materials will be provided for you throughout the program. All of the presentations will also be emailed to you following the program.
Payment for the seminar is due upon registration.
Please refer to our cancellation policy. You can make a substitution at any time.
For more information, contact:
Program Cancellation Policy
If a participant is unable to attend a Purdue University Center for Food and Agricultural Business program, the participant may choose to: 1) transfer their registration fee to another participant within the same company, or 2) choose to receive a credit for the same program or another program that takes place within the 12 months following the originally booked event. However, a request to use a credit must be received no less than 30 days prior to the program start date, otherwise the credit will not be valid. No refunds will be issued regardless of cancellation date.
The Center for Food and Agricultural Business reserves the right to cancel a program due to low enrollment or other circumstances which would make the program non-viable. If a program is cancelled, registrants will be offered a full refund. Should circumstances arise that result in the postponement of a program, the Center for Food and Agricultural Business has the right to either issue a full refund or transfer registration to the same program on the new future date. The Center for Food and Agricultural Business will not be responsible for reimbursement of any participant expenses related to the cancellation or postponement of an event.