Leaders today need all the leverage they can get.

We need to get more from ourselves, our teams, our company overall. Developing workplace talent is the major factor that will create sustainable and substantial success in your company–this will only increase in the near future. Plus, the impact of not developing workplace talent will impact more than just your bottom line.

A recent Gallup-Lumina Foundation Poll revealed that developing and investing in workplace talent remains an area that leaders must continue to focus on.

“Gallup asked respondents to think about talent as “the knowledge or skills people develop or obtain through education, work or other life experiences.” Nearly eight in 10 (78%) U.S. adults agree, “if the U.S. fails to develop a more talented workforce, it will fall behind other countries.” An overwhelming majority (87%) agree, “the federal government should make it a high priority to increase the talent of our nation’s workforce,” and 89% agree with the statement “cities that commit to increasing talent among their citizens are more likely to have stronger economies, better quality of life and greater prosperity than cities that do not.” Clearly, there is strong support among the American public for these statements.”

The findings also reinforce that developing workplace talent has an impact on more than the individual companies. When leaders develop talent effectively, the impact is felt on a local and global scale.

• Majority say government must make increasing talent a priority
• 78% say U.S. will lag behind other countries if talent isn’t developed
• Most agree, cities that commit to talent have stronger economies

Ready to develop your company’s talent? Follow these three steps:

1. Find Your Hidden Talent

To identify the greatest untapped leverage in your company, start by assessing your current team.

Actively seek potential leaders that are already in your company—people with characteristics that can be leveraged and developed. When on the lookout for potential top talent, keep these questions in mind:

• What is the future vision for your company?
• What does talent mean in your company culture?
• Which team members are consistent, high-performing, contributing to ROI, great at managing?
• What specific characteristics and criteria make these individuals stand out?
• How do they enhance the company culture?
• How do they engage with the rest of the team?
• How do they engage with you as their leader?

The answers will help you determine who has the potential to rise up in your organization.

2. Engage Your Top Talent

All too often leaders don’t create and foster an environment where talent feels comfortable or confident enough to stand out. It’s easier to blend in with the crowd versus stand out and be seen. When you create a culture that thrives on collaboration and transparency, your top talent will begin to rise. You will clearly see who these individuals are and envision what future benefit they can bring to the company. A few top talent indicators are team members who:

• Feel deeply connected to the company’s mission, vision, values and emulate those elements on a daily basis
• Display accountability
• Deliver consistent high quality results

Now that you have found and engaged your potential top talent, it’s time to take action.

3. Sustain Talent And Take Action

In previous blogs we have discussed how to foster and nurture an environment where your top talent will rise. These tools will help you form an action plan that you can start implementing today.

• Learn what your team members crave at a primal and neurological level – and give it to them
• Create a culture that allows team members to rise up and stand out
• Shift their brain from Critter State to Smart State
• Learn how to shift your leadership stance
• Learn how to keep your cool when under pressure

Your action plan will create sustainable results.

Your top talent will become more engaged and take great initiatives. They will learn how to be more effective and even mentor those around them to mirror the same behaviors. The result is substantial and sustainable top workplace talent.

Your top talent might not be immediately obvious, so you may have to dig deep. Get your leadership team involved in the process to help uncover your hidden talent treasures.

Time to start digging!