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Talk to Me: Developing and Retaining Talent Through Career Conversation Resources

Many articles point to career development as a primary driver of employee engagement and also the power of conversation in developing and retaining talent. Committed to expanding its efforts to find, grow and keep top talent, General Motors used employee feedback to engage global leaders, HR teams and employees in a collaborative effort to deploy internal career resources. Supporting more than 76,000 global salaried employees, GM’s new career learning resources are engaging leaders and employees in career conversations and development planning.

In this session, attendees will learn:

  • How GM’s talent and development team obtained ongoing senior leadership support for developing and deploying a global career development portal and learning resources.
  • GM’s career development model (the 3Ds and the 3Es).
  • The benefits of connecting learning initiatives to a company’s vision and values.
  • GM’s approach to leveraging leaders as teachers to help employees navigate their careers at GM and become the next generation of GM leaders.

Mimi Brent

Mimi Brent is an expert and proven leader in global learning, talent development and global communications. She excels at strategy and has led multiple global teams to launch innovative, large-scale global learning and HR solutions. Brent is passionate about motivating teams to solve business problems, reduce complexity and execute cost-effective, best-in-class products. She is a strong consultative leader and has significant expertise in leading large teams consisting of learning and human resources professionals, internal communications, IT, shared services, purchasing and third-party vendors. Brent currently leads GM’s Career Development COE within Global Human Resources and engages with diverse global stakeholders to develop and deploy innovative career resources (rotational programs, career training, events and online career tools) for early career, mid-career and late-career talent.

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