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    WebinarResources 2007 60 min

    Help Them Grow or Watch Them Go

    Today’s leaders and change agents are expected to build a work environment in which their key employees thrive, constantly learn and give their discretionary effort to their organization. Talent-minded leaders know that if their organization is to be productive and competitive, they must not only “hang on” to good people, but also continually develop them to engage them and meet constantly changing business needs. Existing talent and emerging leaders want their managers to understand their strengths, skills, and interests; they want work that will keep them challenged; and they want channels to be opened for their development. They want someone to take an interest in their growth. The big question for most leaders is how to do this in a “no-time-to-do-it” environment. Marilyn Greist is a Senior Account Executive for Career Systems International, Inc., a Beverly Kaye Company, and is devoted to improving the quality of individual work lives through training in career self-reliance, managing for development, mentoring, and talent management.

    Presenter

    MG

    Marilyn Greist

    Key Takeaways

    • 1.Leaders must develop key employees to keep the organization productive and competitive.
    • 2.Employees want managers who understand their skills and provide challenging work opportunities.
    • 3.A primary challenge for leaders is finding time for developmental activities in a fast-paced environment.
    • 4.Fostering career self-reliance among employees is a key strategy for sustainable growth.
    • 5.Organizations risk losing their most valuable assets if they fail to provide clear pathways for development.
    • 6.A talent-minded leadership approach is a strategic imperative for long-term organizational health and innovation.

    The Retention Imperative: Grow Your People or Watch Them Leave

    In today’s competitive business landscape, leaders are tasked with a critical mission: creating a work environment where employees don’t just work, but thrive. The key to retaining top talent lies in a simple truth—if you don’t invest in their growth, they will seek it elsewhere. This session, featuring insights from Marilyn Greist of Career Systems International, a Beverly Kaye Company, explores how to build a culture of continuous learning and development that engages employees and drives organizational success.

    What Employees Want: More Than Just a Job

    Modern employees, from emerging leaders to seasoned experts, have clear expectations. They seek managers who take a genuine interest in their careers by understanding their unique strengths, skills, and interests. They crave challenging work that pushes them to grow and desire clear, accessible channels for development. The central challenge for most leaders is not a lack of willingness, but a lack of time to meet these needs effectively.

    Overcoming the "No Time" Barrier

    This webinar directly addresses the common leadership hurdle of implementing development initiatives in a "no-time-to-do-it" environment. It provides practical methods for integrating growth opportunities into the daily workflow, proving that development doesn't have to be a time-consuming, off-site event. The focus is on creating consistent, meaningful touchpoints that foster growth without disrupting productivity.

    Actionable Strategies for Talent-Minded Leaders

    Leaders and HR professionals will learn concrete strategies to foster employee growth and engagement. Key takeaways include:

    • Understanding Aspirations: Actively learn your team members' career goals and skill sets.
    • Challenging Assignments: Proactively identify and assign work that stretches and develops individual capabilities.
    • Growth-Focused Conversations: Prioritize regular, even brief, conversations centered on development.
    • Championing Development: Promote internal mentorship and learning programs.
    • Fostering Self-Reliance: Create a culture where continuous learning and career self-reliance are core values, a key principle from presenter Marilyn Greist's work.

    By adopting a talent-minded approach, leaders can move from a position of fearing attrition to one of fostering loyalty, innovation, and a distinct competitive advantage.

    This session addresses the crucial task of fostering employee growth and engagement to retain valuable talent. It explores how leaders can cultivate an environment where key employees not only thrive and learn but also dedicate their best efforts to the organization, ensuring competitive advantage and sustained productivity.

    What you'll learn

    • Strategies for developing and engaging key employees.
    • How to understand and leverage individual employee strengths, skills, and interests.
    • Methods for creating challenging work opportunities that encourage growth.
    • Techniques for opening development channels even in time-constrained environments.
    • The importance of a talent-minded leadership approach for organizational success.

    Who this webinar is for

    This content is designed for:

    • Leaders and managers at all levels.
    • HR professionals and talent development specialists.
    • Organizational development practitioners.
    • Anyone responsible for employee retention and engagement.
    • Individuals seeking to improve their team's productivity and competitive edge.

    Why it matters now

    In today's dynamic business landscape, attracting and retaining top talent remains a critical challenge. Employees increasingly seek opportunities for growth and development, and organizations that fail to provide these pathways risk losing their most valuable assets. Cultivating a supportive and growth-focused work environment is not just an HR concern; it is a strategic imperative for long-term organizational health and innovation.

    How leaders can apply this

    Leaders can apply these insights by:

    • Actively understanding their team members' career aspirations and skill sets.
    • Proactively identifying and assigning work that challenges and develops individuals.
    • Prioritizing regular, growth-focused conversations with direct reports, even briefly.
    • Championing internal development programs and mentorship opportunities.
    • Creating a culture where continuous learning and self-reliance are valued and supported. As Marilyn Greist suggests, focusing on career self-reliance and managing for development is key.

    About this session

    Key takeaways

    Watching this webinar gives you grounded, practical perspective on Talent Management. Expect ideas you can use in leadership conversations, not abstract theory, drawn from Marilyn Greist's direct experience.

    Who this is for

    CHROs, HR business partners, talent leaders, executive coaches, organizational development practitioners, and senior leaders who are responsible for resources inside their organization.

    Why it matters now

    Workforce expectations, hybrid work patterns, and AI-driven change keep raising the bar on culture and leadership. Sessions like this help leaders make smarter, more evidence-informed decisions about Talent Management.

    How to apply it

    Use the ideas here to challenge a current assumption on your team, design a single concrete experiment in the next 30 days, and bring one finding back to your leadership group for discussion.

    Frequently asked questions

    Topics

    Talent Management

    Best Practice Institute

    Best Practice Institute is the research organization behind Most Loved Workplace® certification, the SPARK Model, the Love of Workplace Index™ (LOWI™), and The Workplace Report.

    The Workplace Report

    The Workplace Report is BPI's original workplace culture research and editorial briefing series for CEOs, CHROs, people leaders, talent leaders, and employer-brand teams. It turns BPI's 25 years of research, Most Loved Workplace® certification data, SPARK findings, and current workforce signals into practical analysis leaders can use.

    The report format includes executive summaries, research-backed articles, company examples, methodology notes, and practical implications for retention, hiring, culture, leadership, and employee experience. New research and analysis is published on an ongoing editorial cadence at /workplace-report.