Developing Talent


In today’s fast-paced world of constant change, there’s greater competition for the best and brightest employees.

Finding talent costs time and money; loosing talent to the competition loses both knowledge and money.

The challenges of recruiting and retaining exceptional employees is unlikely to improve.

The middle-aged baby boomers, who made up the largest portion of employees are retiring. And the  generation that follows is smaller and less likely to be loyal to any organisation that does not provide challenge and development opportunities.

Able, motivated and engaged employees are a company’s greatest asset. But these skills and attitudes do not develop and grow overnight; they need to be planned and managed.

DEVELOPING TALENT takes a fresh look at the role of employee, manager and organisational brand in building a committed, highly competent and brand aware team.

Key Outcomes

  • Enables the identification of skills gaps and training needs of the team, incorporating results from performance reviews and in line with organisational talent management strategy
  • Reviews Drotter’s Leadership Pipeline as input into developmental opportunities based on career and succession plans1
  • Formulates a training needs analysis and recommendation for approval by senior stakeholders
  • Develops an action plan for communication of approved training across the team and a system for monitoring implementation and feedback from each training intervention

SETA Accredited Course

DEVELOPING TALENT is available as a standard workshop or a SETA Accredited course, aligned to Unit Standard 252029: Lead people development and talent management.


  1. Charan, R., Drotter, S. J., Noel, J,L. (2001). The leadership pipeline: How to build the leadership-powered company. San Francisco: Jossey-Bass
  2. PWC (2011). Millennials at work: Reshaping the workplace. (
Steve AndrewsDeveloping Talent