You want a team of high performers
But you spend too much time trying to find great people “out there” and not enough time maximizing the talent of the people already on your team.
You’re being held back by:
Tired, outdated processes for performance management, talent assessment and talent development
Leaders without the necessary skillsets to properly coach, give feedback and hold team members accountable
The fear of cutting the cord on under-performers
The lack of leadership accountability for coaching and developing their team members
The lack of a true key performance indicator to measure the strength of talent
And that’s resulted in...
Missing top and bottom-line growth goals
Frustration with mediocre team performance
Losing your best people to higher growth, more dynamic environments
An inability to attract great people
Feeling overwhelmed and unable to drive your organization to achieve your vision
I’ve been helping organizations scale for the last 35 years.
For many of those years, I saw frustrated leaders focused on defining brilliant strategies, efficient processes, and new technologies, only to find these efforts had little impact because the team lacked the ability to execute.
In all that time, I learned that the most important driver of profit growth is people growth. People growth through effective assessment of talent, development of talent and making the tough decision about talent that’s not a good fit.
Enter, the Talent Density process.
The Talent Density process is a powerful, repeatable framework that includes:
• Setting the right team member expectations.
• Implementing a talent assessment process that encourages challenge, debate and accountability.
• The identification of powerful actions to leverage, develop and retain your top performers.
• Knowing when to cut the cord on low performers.
• A specific measure (The Talent Density Indicator) for benchmarking and setting goals for the strength of talent throughout your organization.
• A new process to replace the tired, harmful and dreaded annual performance review.
By following the Talent Density process, you will:
• Achieve consistent top and bottom-line growth
• Dramatically improve productivity
• Strengthen your company culture
• Increase fulfillment…your own and your team’s
• Drive greater impact
Don’t take my word for it. Here’s what some of my clients have said:
"The talent density workshop we engage in every quarter with Mike has been a game changer for our business. It has allowed us to pinpoint, in a concrete way, the areas of talent weakness we have in our organization, how to handle them and also equally important, how to capitalize on the areas of strength. Any organization that does not plot out their talent in this way is at a huge disadvantage."
— Stephanie Harris, CEO of PartnerCentric
“The outcomes from the ‘Talent Assessment’ process are multi-faceted, the first is to gain clarity across the team regarding the competencies, responsibilities and performance outcomes; second is a structured process for communicating these to every team member for their role and finally a structured process for assessing individual and team performance. The talent density conversation ensures each leadership group is holding each other accountable for talent progress and addressing any individuals who are in the wrong role. Diligent execution will bring to life that the right talent will win every day over great strategy!”
— Allan Dow, CEO of Logility
"Mike Goldman introduced the quarterly talent assessment to our leadership team. I think it is the single most valuable discipline you can bring to your organization. Knowing where each team member stands (A,B, C, Toxic C) and then actioning those insights by providing more challenge, coaching, changing roles or cutting the cord leads to a world class team."
— Dr. James Marottta, Owner of Marotta Plastic Surgery Specialists
The Talent Density Launchpad is the best way to get started.
In this half-day session, you will:
• Learn how to use Talent Density as a critical KPI and leading indicator of growth, fulfillment, and impact
• Participate in a quarterly talent assessment process that encourages challenge, debate and accountability
• Identify what actions to take to leverage, develop and retain high performers
• Understand how to coach or cut the cord on under-performers…quickly
• Learn a new process to replace the tired, harmful and dreaded annual performance review