Accelerate your growth with a software and process designed to solve your people issues.
The way to solve your people issues is with a Talent Plan.
But before you can create a Talent Plan, you need to know where you’re going–you need a clear strategy and vision for your business. We call this Talent Planning.
With MyTalentPlanner, you create a Strategy and Talent Plan with an execution cadence to make your vision a reality.
The future of talent is Talent Planning.
And how you execute Talent Planning is with MyTalentPlanner.
“I’ve tried almost every strategy or talent software under the sun, and none of them are as comprehensive as MyTalentPlanner. What software do you know that helps you create a Strategy and Talent Plan, paired with execution, that grows your people and business?” — Zach Kelly (CEO of Packerland Brokerage).
Accelerate your growth with a software and process designed to solve your people issues.
The way to solve your people issues is with a Talent Plan.
But before you can create a Talent Plan, you need to know where you’re going–you need a clear strategy and vision for your business. We call this Talent Planning.
With MyTalentPlanner, you create a Strategy and Talent Plan with an execution cadence to make your vision a reality.
The future of talent is Talent Planning.
And how you execute Talent Planning is with MyTalentPlanner.
“I’ve tried almost every strategy or talent software under the sun, and none compete with MyTalentPlanner. What software do you know that guides you in solving the number one issue (people issues) limiting your growth? I know of one; MyTalentPlanner.” — Zach Kelly (CEO of Packerland Brokerage).
MyTalentPlanner was built for SMBs
The impetus for MyTalentPlanner came 35,000 feet in the air while flying home from a talent conference in 2020.
I recognized three converging trends that small to medium-sized businesses (SMBs) need to address to have success and thrive in the future.
Those three trends are:
- People issues are–and will continue to be–the #1 issue limiting SMBs growth
- More companies are using technology to plan for and solve their talent challenges
- The integration of software with one login for SMBs
For our clients and our firm, we needed a response to these three trends.
So, the first thing we did was research all current software products in the strategy and talent industries. During our comprehensive research, we noticed a gap. There was no software available that helped SMBs address the convergence of talent and technology.
We saw this as a blue ocean.
Next, we interviewed thirty of our clients to get their input on what they saw coming, their greatest needs, and how it related to the three trends.
From those interviews, our clients validated the trends we saw and confirmed that we should take advantage of this blue ocean.
It’s what our clients need and what our consulting firm needs to survive and thrive in the coming technology disruption. It’s already happening, so we needed to figure out how to respond to it.
MyTalentPlanner is our response. And I hope it becomes your organization’s solution to these converging trends that are already happening.
– Steve Van Remortel (Founder of MyTalentPlanner)
The key benefits of MyTalentPlanner
Create a multi-year Talent Plan
Grow your people and become more proactive in eliminating people issues through a multi-year Talent Plan for your leadership team and every department.
One login for strategy, talent, and execution
Ensure accountability, strategic clarity (“Where are we going?”), and role clarity (“What’s my role in getting us there?”) with one login for your strategy, talent, and execution documents.
Develop Department Plans
Grow faster by developing Department Plans to get all team members working “ON” the business.
Accelerate toward your vision
Get the right things done and move your organization forward through Sprint Goals, ActON and ActIN Plans, and your Execution Cadence.
The 7-Step Talent Planning Process
Below is the 7-Step Talent Planning Process built within MyTalentPlanner, that you will complete once every 2, 3, or 5 years depending on the length of your vision. The software guides you through each step with a checklist, helpful videos and templates, and a timeline to complete.
Step 1: Process Prep
This step focuses on preparing you to complete the process and should be a launching pad for everything you will achieve in the process.
In this step, you will identify and decide:
- The people who will make up your planning team
- Who will lead the process; often this is the Company Leader or Talent Planning Advisor (TPA)
- The checklist of Action Plans to complete Process Prep
Step 2: Team Development Session
In this step, individual team members get to know each other deeper than ever by sharing their life stories and Behavioral Science results. Because the only way to create an effective Strategy and Talent Plan is through honest, open, and transparent discussions.
The goal of this session is to get everyone comfortably brainstorming in a mutually open environment, enabling the team to have the tough conversations necessary to solve the toughest issues and develop the best plan.
Want to see MyTalentPlanner in action? The first 14 days are on us (free)!
Step 3: Strategy Session
Here the team creates the bull’s eye for what the organization should look like in three years.
This Strategy contains subjective (i.e., differentiation, target market, product/services) and objective (i.e., quantifiable financial goals) components. This will culminate into two documents: a Strategic Vision and a Financial Vision.
These documents will guide all decisions, including your Talent Plan.
Step 4: Talent Vision & Sprint Goals Session
In the final session, you create the Future Functional Structure that needs to be in place to achieve your three-year Strategic Vision.
This Future Functional Structure becomes your Talent Vision as you add more detail to it (i.e., Key Accountabilities).
After completing your Future Functional Structure, the leadership team will define company goals for the first three- or four-month Sprint. Then, Action Plans are defined to work on the business to achieve each goal.
Step 5: Talent Plan – Leadership Team
In this step, the Company Leader develops a three-year Talent Plan for the Leadership Team.
To create the Talent Plan, the leader uses the Talent Vision, Behavioral Science results, 1:1 meetings, and 9-box.
This Talent Plan is the bridge leading the team from where it is today, to where it will need to be to hit that three-year bull’s eye and achieve the Vision.
Step 6: Department Plans
Step 6 is where the Leadership Team presents the Strategy and Talent Plan to all team members, which in turn kicks off Department Planning.
Department plans include: the financial vision, current organizational structure, Talent Plan and action plans with owners and due dates to achieve the Sprint Goals.
The purpose of Department Planning is to get all team members working “ON” the business to accelerate toward your Vision.
Step 7: Execution Cadence
With the Talent Planning process completed, it’s time to execute the Strategy and Talent Plan to achieve the three-year Vision.
Developing an Execution Cadence of meetings ensures continued growth for your company, but more importantly for your people.
The Execution Cadence creates a rhythm that leads to a culture of high communication and accountability which breeds greater growth.
MyTalentPlanner helps my team to proactively solve the people issues limiting our growth. Since going on MyTalentPlanner, we’ve increased our revenue 125% and lowered turnover by 25%. It’s clearly working.
