Team Agility - strengthening teams by developing individuals

Lots of organisations have poured 80% of their resources and money into the top 10-20% of people and they've forgotten the rest. What we know is that you have to have excellence at all levels and work as a team. - John Adair

What is Talent Mangement

McKinsey first popularised the term “Talent Management” in 1997, describing it as a “critical driver of corporate performance”. Since then, organisations have placed a higher priority on attracting, developing and retaining staff, realising it is the single biggest source of competitive advantage they have.

Novations Talent Management programmes are based on research conducted since the late 1970s by Harvard University professors Gene Dalton and Paul Thompson. They developed the Four Stages™ of Contribution model which has become the foundation of the Novations Talent Management programmes. Over 250,000 people around the world now use the Four Stages model to plan their career, focussing their efforts on job assignments that bring their individual distinctiveness in line with the needs of their organisation, enabling them to operate in the correct Stage for their role and experience.

Stage 1
Contributing
Dependently

Stage 2
Contributing
Independently

Stage 3
Contributing
Through Others

Stage 4
Contributing
Strategically

•	Willingly accepts supervision
•	Shows competence on part of a larger project
•	Masters routine tasks
•	Performs well under time and budget pressure
•	Learns how "we" do things

•	Relies less on supervision
•	Works independently
•	Increases technical; depth
•	Produces significant results
•	Accepts responsibility for definable projects
•	Builds strong internal networks

•	Increases technical breadth
•	Develops broad business perspective
•	Stimulates others through ideas and knowledge
•	Builds strong internal and external netwroks
•	Represents the organisation to clients and external bodies

•	Represents the organisation in critical strategic issues
•	Provides direction to the organisation
•	Defines critical business opportunities / needs
•	Exercises power to influence decisions and obtain resources
•	Sponsors potential future leads

Research has shown that many people get ‘stuck’ in the wrong Stage, often finding it easier to operate at a level below that which their role requires. This limits individual performance and development, as well as organisational competitiveness. Managers report that about 50% of their people tend to operate in Stage 2, with only about 25% in Stage 3. Those same managers said they would rather each Stage was more balanced. They would like to grow more people into Stage 3 contributions where their impact and influence are much higher. We can help your people make the ‘novation’ to the correct Stage for them.

In essence, our focus is on potential, not limitations.

Contact us today to find out more about how we can help develop your talent.