Onboarding: A Tool to Becoming a Business Partner

At a recent conference the presenter told the audience (made up of VPs and Directors of Talent Management) that "we need to improve our practioners of Talent Management and be solid business people" This has been a common theme for HR conferences and articles--made more timely by the Fast Company 2005 cover story-- Why We Hate HR. Many articles and studies support this by describing the lack of business knowledge and savvy in HR functions in companies of all sizes.

During the Q and A of the conference presentation, someone actually asked, "How do you/we develop our Talent Management teams to have and demonstrate Business Acumen?"

I was shocked and embarrassed for this person. It is bad enough that the Talent Management function does not possess these skills, it is worse that they do not even know HOW to possess or develop these basic skills. This is even more bothersome considering that the Talent Management group is responsible for creating and implementing strategies to support the business people in the organization!

Partnering with hiring managers and new leaders, as well as newly promoted leaders, is an excellent opportunity for talent management professionals to show value. By coaching both the hiring manager and new leader on: establishing objectives, building knowledge about the organization and role, building relationships that will support objectives, providing cultural context and direction, and gathering and sharing feedback, the talent management partner can get the new leader up to speed more quickly and help him/her avoid derailment. The talent management partner can also provide the hiring manager with valuable insight and coaching on how to help his/her new team member be successful. To be a successful onboarding partner the talent management partner needs to be an expert on the organnization, how it works, as well as the market place it is in.

Hopefully, leaders in Talent Management will wake-up soon and realize that to be successful (in the eyes and minds of the business leaders they support) they need to dive in and truly understand and enjoy the business they are a part of. This is the only way they will gain respect and have a place at the desired table!