THE EPS TALENT MANAGEMENT MATRIX
What does EPS do to help get the best out of people? The following tables shed some light..
Identify – Build a clear picture of what attitudes and motivations work best in a role.
Model – Evidence based research of specifically what is/has worked and has not in a role.
Attract – Use key words that the right potential applicant will be drawn to. Rank – Save time by instantly ranking multiple applicants for the best fit. Interview – Prove known internal drivers.
Recruit – Know what you are getting from day one.
Predict – Natural passion areas and where the person will need more energy to perform.
Strengths and Gaps – Know specifically how & to what extent they will drive and avoid.
Onboard – Understand how to treat and speak with them to have them in their zone.
Engage – Quickly get their involvement and focus on what you want on their terms.
Enthuse – Know how to state tasks and directions in a way that will lift and drive.
Interface – Know potential pitfalls / differences that will cause issues before they do.
Inter merge – Demonstrate value early of where the person will bring added value to peers. Talent Map for future leaders – Know who to look for & specifically what drivers to coach.
Appraise – Identify data against actual performance to give key aspects to focus on.
Develop - Have agreed measurable areas of development.
Coach – Have a valid, stable matrix to guide talented coaching. Promote – Know what to look for & be prescriptive about the needs in new role. Know what to avoid/best fit for role when looking to cross-fertilise talent.
Identify strengths & gaps in teams – Predict the pitfalls and drivers of herd mentality.
Build high performance teams – Use the internal natural drivers to self ignite performance.
Counsel leadership – Precise counsel on corporate behaviour to build ‘follow-ability’.
Counsel senior management – SMT or individual counsel on how best to sell new strategies.
Counsel on outplacement – Give the individual a legacy of value for the future.