Talented staff at lower levels of the corporate hierarchy, who can become capable successors, are often marginalized. Another major obstacle to successful talent management, therefore, lies in the fear of superiors to raise successors who could threaten them. Effectively grasped process of recruiting and developing talents can prevent the fluctuation of talented employees without violating the corporate culture.
The principle of talent management involves recruitment of talented staff, its retention, motivation, development and succession planning. Such employee then realizes his potential, he is logically loyal and motivated to actively participate in his growth.
Various accelerators enter the talent management process at various stages: supervisor, manager or leader, personnel manager, trainer and professional coach. While the first four accelerators play the role of teachers and mentors, a professional coach plays the role of a guide who guides a worker non-invasively on the way of his personal growth. He lets the worker define his own approach and methods to improve and opens the door to thinking about his development in its wider context.