Talent Management Training Modules

Employees may not remember everything that their leaders say to them, but they will remember how their leader makes them feel. Leaders who can inspire and engage their teams, lead teams who will stay longer, feel more satisfied in their work, and deliver better performance. TalentKeepers' Leadership Training Solutions build leadership competencies identified by hundreds of thousands of employees around the world as qualities valued most in a leader.

Utilizing TalentKeepers' award-winning instructional design, the learning modules engage learners in a variety of learning techniques including simulations, quizzes, tips, and best practices to increase knowledge and skills. Learners value the content, appreciate the unique learning design, and enjoy the "characters" and learning situations. Numerous case studies indicate that learners are able to implement their new skills easily and quickly on-the-job, resulting in improved engagement and performance.

To meet the needs of different organizations and individual learning styles, TalentKeepers' blended-learning leadership development training is comprised of three elements: a web-based module, instructor-led workshop, and on-the-job activities.

Web-based Training Modules:

• Take 60 minutes to complete
• Contain relevant and focused content divided into several learning topics
• Delivered in short timeframes, allowing learners to complete them quickly
• Offer progress checks, realistic job simulations, and printable job aids to facilitate on-the-job application of key skills

Instructor-led Workshops

• Offer 90 minutes of skill development, practice exercises, and group discussion
• Can be customized to include your organizationally-specific content
• Designed to be delivered by your training staff or a TalentKeepers facilitator
• Minimum purchase required to access Instructor-led materials

On-the-Job Application Exercises

• Take 30 minutes to complete
• Introduce application exercises designed to help learners integrate their new skills and understanding into their daily work activities
• Designed to be delivered and implemented by the learner with interaction and support from their manager

Leadership Training Areas

Enhancing your leaders' knowledge and experience will improve organizational performance metrics in sales, service, and productivity. TalentKeepers' leadership development training programs are designed to challenge leaders to think and behave differently. Training sessions and modules can be applied as standalone offerings or in combination with your existing leadership development program.

Course Listing
Click a leadership training course title to learn more about it:

• Engaging and Retaining Generation Y
• Trust Builder
• Climate Builder
• Communicator
• Flexibility Expert
• Esteem Builder
• Talent Finder
• High Performance Builder
• Talent Develop and Coach
• Retention Monitor
• Retention Expert

Engaging and Retaining Generation Y

Educate leaders on how Generation Y traits impact job-related experiences, expectations and work styles.

• Lesson #1: Be flexible with your leadership approach
  1. Identify key traits to break down barriers and help communicate effectively across generations
  2. Adjust to new ways of working and communicating to bring out their best


• Lesson #2:
  1. Learn how generational traits impact job-related experiences and work styles
  2. Adapt to new ways of coaching and developing others to drive engagement and productivity

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Trust Builder

Create a sense of respect and dedication with team members.

• Lesson #1: Demonstrate Personal Trustworthiness
  1. Keep commitments
  2. Tell the truth practices
  3. Prevent misrepresentation
  4. Build a non-blaming environment
  5. Learn how to own your mistake completely and take appropriate action to resolve it


• Lesson #2: Create an accepting, fair, and open work environment
  1. Take responsibility for company policy
  2. Ask employees about their needs and goals
  3. Prevent unintended betrayal
  4. Treat people fairly

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Climate Builder

Build an environment that makes work and the workplace enjoyable and satisfying.

• Lesson #1: Make work more challenging and fulfilling
  1. Observe when team members seem disengaged in work activities
  2. Periodically ask team members if they are adequately challenged
  3. Provide as much choice as possible in how work is performed


• Lesson #2: Make the workplace more enjoyable and satisfying
  1. Create an environment where team members want to come to work
  2. Allow team members to finish their work
  3. Create achievable short-term goals
  4. Encourage fun in the workplace where appropriate

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Communicator

Practice two-way communication with team members by sharing and asking for information to improve employee engagement.

• Lesson #1: Encourage the sharing of information
  1. Learn strategies to become approachable
  2. Gain tips for effective listening
  3. Ensure a two-way communication style
  4. Proactively share information with your team
  5. Discover why and how to communicate the criticality of employee engagement and retention


• Lesson #2: Demonstrate the value of team member input and accomplishments
  1. Solicit and value feedback from team regarding his/her engagement practices
  2. Solicit and value feedback about employee retention practices
  3. Gain tips for communicating and celebrating wins
  4. Learn strategies for recognizing and acknowledging tenure milestones

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Flexibility Expert

Recognize and take into account the needs and views of each team member.

• Lesson #1: Respond to work and job needs of your team
  1. Rotate job activities to stimulate interest
  2. Encourage different views among team members
  3. Recognize stress and overwork; initiate actions to reduce team's stress
  4. Modify physical work environment, work sequence to stimulate the team


• Lesson #2: Recognize and respond proactively to team members' circumstances
  1. Respond to special requests in a timely manner
  2. Become cognizant of work-life balance concerns of team and manage requests accordingly

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Esteem Builder

Give team members responsibility and freedom to act professionally in order to drive productivity and be a part of a winning team.

• Lesson #1: Encourage and reinforce team member responsibility and initiative
  1. Encourage employee engagement and retention-oriented behaviors
  2. Create an environment that motivates decision-making
  3. Learn how to not micro-manage high performers
  4. Allow team members to be responsible for their work


• Lesson #2: Value and make visible team member inputs and accomplishments
  1. Give credit for great work
  2. Share ownership and visibility with team members
  3. Identify team member skills, abilities, and hot buttons to motivate and reinforce them

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Talent Finder

Be an effective resource when selecting and recruiting high performing candidates.

• Lesson #1: Find and select the right talent to drive organizational success
  1. Become a subject matter expert on job requirements to seek out talent
  2. Seek out sourcing and selection tools
  3. Avoid quick fixes


• Lesson #2: Apply sourcing and selection practices
  1. Gauge the candidate's job stability ( i.e., propensity to leave, job performance, cultural fit)
  2. Discover the importance of providing a realistic job preview
  3. Learn how to engage team members in a job referral process

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High Performance Builder

Create conditions that encourage and reinforce high levels of team member performance.

• Lesson #1: Value high performance
  1. Gain tips for communicating the benefits of high performance
  2. Recognize and reward high performers
  3. Find out how to make team members feel valued and engaged in order to drive results


• Lesson #2: Achieve high performance
  1. Establish performance expectations by creating SMART goals
  2. Link team wins to organizational results
  3. Reinforce top performers by creating conditions for special achievements
  4. Set a good example for others by being a respect-giver even when resolving a difficult situation

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Talent Developer and Coach

Uncover team members' learning styles to effectively help them grow in their role resulting in a greater commitment to the organization.

• Lesson #1: Partner with team members to determine and achieve career development goals
  1. Ask about growth needs and/or career aspirations
  2. Create effective development plans to drive results
  3. Utilize goals for coaching performance
  4. Provide frequent and meaningful feedback


• Lesson #2: Provide opportunities for career growth and development compatible with team member's desires
  1. Encourage team members to stretch in terms of development
  2. Provide training and support learning experiences
  3. Support keeping up with technological developments

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Retention Monitor

Watch for signs that team members might be thinking of leaving and take the correct actions to keep talented employees.

• Lesson #1: Be aware of employee retention statistics and related costs to the team
  1. Monitor changes in team members' work patterns as indicators of propensity to leave
  2. Monitor retention practices of other local employers
  3. Communicate team retention issues to superiors


• Lesson #2: Take action to increase employee retention
  1. Anticipate employee turnover issues and take action to improve retention
  2. Make your employee retention expectation clear; encourage your team members to discuss concerns
  3. Identify top performers and develop a plan to keep them engaged

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Retention Expert

Believe in the importance of employee retention and have the knowledge and expertise necessary to retain high performing team members.

• Lesson #1: Discover the value of employee engagement and retention and the impact of not addressing it
  1. Understand the causes, costs, and consequences of employee turnover
  2. Learn about employee turnover effects on the customer experience and the perception of your organization


• Lesson #2: Build behaviors that influence employee engagement and retention
  1. Link individual contributions to the organization's success
  2. Create with each team member a sense of belonging to a larger entity
  3. Initiate non-work conversations with team members
  4. Act right instead of quick to engage and inspire team members

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