CEOs Should Get Personally Involved in Talent Development

Frank V. Cespedes; Jay  Galeota; Michael  Wong

Article | ChiefExecutive.net | August 31, 2017

CEOs Should Get Personally Involved in Talent Development

by Frank V. Cespedes, Jay Galeota and Michael Wong

Abstract

Estimates indicate that, globally, human capital has a value about 2.3 times that of physical capital. This difference is likely to widen in increasingly service-driven economies. Yet, most companies maintain their equipment better than their people. The issue is not good intentions. Executives repeatedly cite employees as critical for success; we rarely hear them mention picking a software package or supplier in the same way. But rigorous processes are typically in place for software and supplier selection, not for many core staff activities. This article discusses three levers available for senior executives to use in setting the foundational conditions for talent development—business reviews, more sophisticated talent profile tools, involvement in training—and how some companies are utilizing these levers.

Keywords: Talent and Talent Management; Employees; Training;

Format: Electronic

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Citation:

Cespedes, Frank V., Jay Galeota, and Michael Wong. "CEOs Should Get Personally Involved in Talent Development." ChiefExecutive.net (August 31, 2017).

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CEOs Should Get Personally Involved in Talent Development

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