3 learnings from clients in 2023

What we learned in 2023

3 learnings from clients in 2023

It’s been a productive and enlightening 2023 for Talent Suite and our clients. 

And as the year comes to a close, we thought it would be fitting to share a few things we’ve learned in 2023:

  1. Behavioral analytics change the game 

When you have access to a behavioral analytic, like the Predictive Index, they can give you insights into how you can maximize your team. When our clients have embraced that idea, they’ve found success in hiring the right people, inspiring their employees and building high performing teams. 

  1. Middle Managers need support 

One of Talent Suite’s most consistent themes in 2023 has been the realization that the people who are most in need of support, direction and guidance aren’t your leaders at the top, but the middle managers. In a recent study, 79% of middle managers reported they are at the risk of burnout from managing people and 34% said they lack the resources to address team conflict. Often, leadership programs and team support methods have focused more on the senior leadership and it’s left middle managers overworked, stressed and less equipped to manage their teams or spend time and energy to grow. At Talent Suite our Whole Leader program can train middle managers by providing critical leadership skills in a high impact “learn, use, repeat” format. By choosing to invest in the talent you already have, you’ll have better retention rates and make your company more attractive to new recruits as well.

  1. Leadership development desperately needed 

This year, we’ve seen a desperate need for leadership development across industries and organizations. What does that leadership development path look like? That’s the tricky part — development isn’t a one-size-fits-all approach. The ideal program for your leaders depends on what needs to be addressed the most. That might take the form of team sessions where your leaders learn more about each other to improve cohesion. It might be a leadership program for senior managers, middle managers or emerging leaders. In some cases, targeted training sessions that address a specific skill or function are most effective. But regardless of the path, it’s critical for organizations to determine their most immediate needs and work to solve them with a tailored approach to leadership development. 

Looking ahead to 2024, we’re hearing a lot of uncertainty, and we’re helping our clients build companies that are equipped to weather any potential unknowns. 

Here are three pieces of advice we’re sharing as we head into the new year:

  1. Take inventory of what your people need

When was the last time you surveyed your people about what they need most to perform at their best? Instead of assuming, this step can be critical. What are the things they need to propel performance? Some might say you need to hire more people, while others might not even know what’s expected of them. Some may tell you they don’t actually know how to manage people, while others need more face time with leadership. It’s important not to assume. And even more importantly, if you do ask them, you need to be prepared to close the loop and demonstrate you heard their needs and are working to meet them.

  1. Maximize the talent within your organization  

In many industries, looking outward to fill important roles isn’t an option. And broadly, it’s always more expensive, time-consuming and challenging to seek, find, train and integrate new talent. If you’re looking for ways to boost your team’s performance without hiring, behavioral analytics can help you ensure that you have clarity on whether you have the right people doing the right things, and whether they’re being supported in the way they need. 

  1. Hire the right people for the right roles 

While some industries are experiencing hiring freezes or cost-cutting, others are seeing an uptick in hiring, looking for people to take their organization to the next level. In the same way that behavioral analytics can help maximize your current team, they can give clarity on what is needed right now in your organization and should be used in the hiring and selection process to ensure that you’re hiring the right people to do the right jobs. 

If you are going into 2024 looking for help with anything mentioned above, please contact us! We would love to schedule a quick call with you to review the results of your survey and share more about the impact we have seen.