Managers who focus solely on the business harm the people and the company. However, HR leaders who are oriented towards the people usually develop the people and the industry. Many companies that dismissed their employees due to the global credit crunch are now in the market looking for talent that will lead their firms in the future.  

However, the companies that did not downsize and retained their leadership talent are not worried. At the moment, only the concerned companies failed to build up their leadership talent during the recessions. Nevertheless, due to the current dynamic and complex business environment, the organizations in question must embrace talent leadership to lead the talent pool to higher levels. The problem of increasing knowledge workers and the need for new products and services contributes to coining and stressing the concept of talent leadership.  

What is Talent Leadership?  

Talent leadership receives applications and nominations from those who may want to join their leadership talent pool and develop their leadership ability. However, it should be distinct from the leadership pipeline alone. They encompass different areas of recruitment and staffing, retention frameworks, training, and promotional frameworks, as well as the identification and development of talent and leadership. 

Talent leadership is described as the ability to identify, select, cultivate, and maintain outstanding human capital that possesses the right attitude and the technical know-how in developing their talent, skills, capacity, and ability over a period to provide continuity and succession in leadership of future challenges of leadership at the corporate world.  

It includes screening, developing, socializing, and shaping leadership potential from within, per organizational ethos, spirit, ethics, and parameters. This promotes organizations’ efficiency and optimization. It sounds like succession planning and management, leadership, and leadership pipeline.   

Linkage of Leadership and Talent Management 

Management of leadership and talents are interrelated. Because leaders are responsible for directing their subordinates toward achieving organizational objectives or identifying and nurturing talent, talent management ensures that an organization is populated with the right human capital. In contrast, human capital management is cultivating conducive environment where these people can perform optimally. 

Leadership Engagement in Talent Management 

The aim is to discuss the role of leadership in talent management and the impact of the process on the organization. 

1. Building Employee Capacity 

Mastery in leadership includes 

• Providing delegation and self-direction, 

• Accountability, and 

• Praising the staff. 

They encourage an organizational culture that recognizes and accepts employees, offers them a chance to perform effectively, and enhances their productivity. Optimal employees are willing to work harder, creative, and psychologically obligated to perform to the company’s expectations, implying improved retention and lower turnover costs. 

2. Recruitment and Selection for a Diverse Organization 

Engaging diversity means that leaders push for equality, wherein people of diverse appearances and cultures have the right to succeed. Diversity is a powerful motivation and creativity source that enables the organization to build a relevant and tolerant community. 

3. Building Up Company Culture for Growth and Development 

Management is central to building an organization designed for learning and is emphasized as a continuous process. When leaders offer many chances for tutoring across the organization, workers embrace the prospect of learning and personal development. This, in turn, increases employee satisfaction and helps identify the talents nurturing a skilled workforce to achieve the organizational goal effectively. 

4. Talent Management and Organizational Strategy Coherence 

All influential leaders understand that talent management programs are synchronized with the overall business objectives. This enables leaders to strategically place talents and resources in an organization first to identify their goals and, more importantly, the skills needed to support these objectives. This will likely be proper throughout the planning process so talent management initiatives are organically aligned to contribute directly to organizational health. 

5. Mentorship and Coaching 

Managers are role models and educators, helping people on their career paths. Through coaching, providing feedback, and writing development plans, a leader can assist a person in bringing the best out of them and overcoming a problem. Employees perceive these interactions positively, creating a rightful appreciation of their efforts, growth, and promotion within the company. 

Conclusion 

With the help of leadership and talent management, every organization becomes successful. These strategies will help leaders develop a skilled, engaged, and motivated workforce to help the organization succeed in its business undertakings. Talent management is defined in different ways, including the process involved in the identification, attraction, development, and maintenance of employees who have the potential to enhance the performance of the organization. 

Therefore, this research concludes that leadership complemented with talent management initiatives is a critical motivator of organizational performance. The managers who spend money wisely on the people focus on talent management policies and produce an environment where employees can freely develop themselves. This improves individual productivity, supports organizational growth and development, and facilitates innovation.