GIG Energy Corridor: Getting Talent Assessment Right: Connecting Learning Talent Assessments to Integrated Talent Management

Topic

To create sustainable organizations with engaging cultures, our talent development products can’t often waste time or attention on “single event” assessments that can’t be used in organizational decision making. Increasingly learning teams are being asked to let go of favorite assessments and instead use more rigorous assessments that are legally defensible if challenged and contribute to the ongoing decision making conversation about both the individual and holistic development needs we seek to develop.

Today, each of us is in a world awash in disconnected, overlapping, and often incomplete data about our value both and individuals and our talent pools provided through tools, apps, and methodologies that promise to capture the true essence of individuals and organizations alike. Whether is personality profiling, skills assessments, performance management or financial information, the Talent Development professional is often not equipped to connect the assessments used in their classes with other organizational assessments or evaluations… leaving our clients downing in data with one more assessment giving them one more list of things to improve.

What is needed is more than simply using our old favorite assessments, but instead learning the skills needed to connect the talent assessments we use in learning into an overall Talent Management portfolio that enable both the individuals and the organization to have a shared, sustainable view of development priorities driving a business’ triple bottom line.

Learning Objectives

Join us for this session where you will:

1. Determine how to give individuals a consistent view of their contribution and development needs across all learning and performance
2.   Identify the groups you need to link with to connect learning with an integrated assessment portfolio
3.   Identify the blind spots of your favorite assessment or when choosing an assessment
4.   Support why a new assessment (or your favorite assessment) belongs in your assessment portfolio
5.   Learn how to help learners connect dots across all the different assessments you organization makes of key individuals;
6.   Planning the business change to link your programs with other measures to ensure an ongoing, sustainable and consistent picture of an individual’s value to the organization and development priorities.

Speaker: Scott Owen

Scott is with ERM the worlds foremost sustainability consulting firm. He leads Learning and Talent Management for the Americas, working both internally and with clients on refining and improving the sustainability of their leadership, human capital strategy and talent portfolio. He has supported transformations at established hundred-year-old bastions of industry and high-energy, hyper-growth startups.

After finishing his master's degree in Organizational Leadership at Western Michigan University, then completing all the coursework toward a Ph.D. in Organizational Leadership at Michigan State University in less than 24 months, Scott launched his career with Whirlpool before moving into consulting, then making a difference in the oil and gas industry.

Over the last decade, Scott emerged in the energy industry with a strong reputation for working with executives and firms seeking transformational change. But it was in the midst of several of those business combinations that Scott started building his approach and method of building SUSTAINABLE talent management, talent development, and leadership organizations that he is sharing in our event.

When not transforming organizations, you'll find Scott "getting recharged" with his wife Margy, on 40+ mile bicycle trips on remote paved roads, enjoying new places, adventures in the company of friends or our grown kids, and treasuring life together at about 14 mph.

LinkedIn Profile: Scott Owens