Chorus was coming to the end of the broadband fibre network roll out across the country and there was a critical need for the organisation to think differently about how they identify talent. This led Chorus to partner with Added Insight and Divergent & Co to assess the leadership capability in the organisation.
At the time, Kim Culpan, was Head of Organisation Development with Chorus. As part of her role, Culpan was responsible for learning and development, employee engagement, diversity and inclusion, and talent identification and development.
“The challenge for us wasn't with retention because Chorus is recognised as a good employer,” says Culpan. “The challenge for us was around future-proofing our organisation as it evolves and changes.” “In terms of managing our talent, it was about identifying the needs of the business in the future and ensuring we have the right people with the right skills to drive and manage that change. Who's got the right attitude and is adaptable enough to cope with new roles and responsibilities?” Previously, talent identification at Chorus was largely an ad-hoc process.
“There wasn’t really a system in place,” says Culpan.
“Talent identification was typically based on a chat between senior managers and the executive team. Performance came into it, but it was more about who you knew, as opposed to a systematic, robust analysis of the personnel and capabilities in the leadership team.”
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