Skip to main content
Skip to "About this site"
Skip to section menu

How to have an authentic executive talent management conversation

Step 1: Preparing for the Discussion

**This is a shared responsibility. Both parties should prepare by reviewing their respective parts of the EX TM Questionnaire.**
Manager's Questions	Executive's Questions
What are the organization's priorities? What skills and competencies will I need now and in the future? How can I help this executive?	What do I want from this discussion? What are my strengths and weaknesses against the key leadership competencies required for the job I am in now, or the job I aspire to be in? What are my career aspirations?

Step 2: Establishing Rapport

**Schedule adequate time and choose the right place for your discussion. Listen actively and ask questions accordingly.**
Manager's Questions	Executive's Questions
Am I showing this executive how his/her expectations and aspirations fit within our organization? Can I draw examples from my own experience? Do I show that I understand the executive's needs?	Am I being open and honest? Am I able to express my work commitments in relation to my personal commitments? Do I understand how my expectations and aspirations fit with my organization?

Step 3: Sharing Information

**Identify development needs and collect information on how the executive feels about their current job. Discuss feedback on strengths and weaknesses. Set objectives and priorities.**
Manager's Questions	Executive's Questions
What constructive feedback can I provide? Is this Executive being challenged? What information does this executive need to do their current job and to develop further in order to move forward?	Where does my manager think I can improve? What information do I want and need to do my job? To move forward?

Step 4: Plan of Action

**Conclude the conversation, agree on action(s) and schedule a follow-up discussion.**
Manager's Questions	Executive's Questions
Do I have a clear understanding of the Executive's aspirations, readiness and willingness for additional challenges? Have I managed expectations and kept organizational needs in mind? What is my action plan to deliver what I have promised and how will I follow up?	Did I share everything that I needed to in order to have a rich conversation? What is my role in following up on any decisions that resulted from this conversation? What is my action plan to follow up?

Date modified:: 2008-10-08