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Talent Management Strategy

Talent Management Strategy

Leadership Development

DOE's Leadership & Development Programs are designed to strengthen the participant’s capacity to lead by deepening their understanding of the DOE’s core values and key leadership characteristics and behaviors, which is the foundation of our model for success. These programs will help individuals improve performance through the implementation of a personalized development plan that uses competency assessments as the foundation.  Participants are introduced to concepts, characteristics, and behaviors needed to enhance leadership skills and/or prepare them for assignment to leadership positions at DOE and beyond. The programs consist of developmental experiences, formal and informal training, active learning projects, as well as on-line learning seminars.  They also contain aspects of Personal Leadership, Supervisory and Managerial Development, and Executive Development. 

Building Blocks for Leadership Development

Leadership Framework

The DOE Leadership Framework is a strategic approach to talent management that uses a process-driven Maturity Model that tailors leader-level development to individual needs, thereby maintaining strong participant engagement. A successful leadership development strategy, as incorporated in this framework, is dependent on the best practices of aligning with the business strategy of the Agency, targeting all levels of leadership, and integrating with our talent management systems.

The DOE Leadership Development strategic goal is to maximize the investment in human capital by developing collaborative leadership potential throughout the organization with integrated opportunities, experiences, and programs that emphasize corporate values, critical skills and competencies, knowledge management, and succession planning. This process will allow us to create a performance-driven culture, close gaps in the leadership pipeline, and develop new skills to address today’s challenges in the Federal sector.
The DOE Maturity Model looks at four levels of organizational maturity as they relate to leadership development; the Model does not assess individual programs. The four levels of our Leadership Development Maturity Model are defined as follows.

  • Level 1 – Inconsistent Management Training (content available, no development process, benefits to employees)
  • Level 2 – Structured Leadership Training (Core Competencies, Well-Defined Curriculum, Developing Individuals)
  • Level 3 – Focused Leadership Development (Culture-Setting, Future-Focused, Developing Organization); Strategic Leadership Development (Championed by Executives, Talent Management Integration)
  • Level 4 – Strategic Leadership Development (Championed by Executives, Talent Management Integration). 
Leadership Strategy

Senior Management has created a leadership strategy  that will have the following attributes and goals:

  • Content aligned with business strategy in order to develop leaders for the future
  • Hold leaders accountable for developing others and integrating leadership development into the overall talent management system
  • Utilize performance management for development, for defining learning needs, and for reviewing Succession planning data at the aggregate level
Leadership Curriculum Design

Consists of the development of a set of core leadership competencies that gain senior management’s support of the concepts and resources, and

  • Begin to build a learning and leadership culture that involves the managers of the leaders
  • Allows learning leaders time away from work
  • Creates programs that target all levels of leadership and that apply learning in a blended format, and
  • Evaluate programs to ensure they are meeting objectives.
Leadership Best Practices

We will incorporate the use the 70/20/10 rule, a leadership best practices learning model that incorporates the following:

  • 70%  - incorporates a combination of Experiential Learning and Experience to included stretch, rotational, cross-functional, and special assignments, and Action Learning 
  • 20% - incorporates a combination of feedback, assessments, and leader exposure, which includes mentoring, coaching, 360s, and leadership styles inventories 
  • 10%  - incorporates a combination of formal classroom learning, E-learning, and formal education, which includes workshops, classes, seminars, conferences, and courses