VitalSigns Talent Insights

CHRO Learnings From Finding Top Talent

Published 4 months ago • 2 min read

Top Talent as a term seems vague. What does it actually mean anyway?

For my part, here’s 4 ways I define leadership Top Talent:

  • Innovators: Top talent are the visionaries who revolutionize the status quo.
  • Laser-Focused Executors: They turn strategies into tangible, game-changing results.
  • Impact Multipliers: Their contributions resonate far beyond their immediate roles.
  • Culture Champions: They embody the values and spirit that define the organization.

Top Talent means different things to different organizations, but the key to all of it, is the alignment of the talent to the role.

Get that right, and you’ve won half the battle.

In this edition, I want to share a personal experience that taught me a crucial lesson about the pivotal role top talent plays in any organization…. regardless of how you define it.

The Mistake:

In the early days of my journey in healthcare HR and leadership, I underestimated the significance of having a team composed of top-tier talent.

  • I believed with the right strategies and processes, average performers could deliver satisfactory results.
  • I believed I could save money on my budget by not opting for the top candidates.
  • I believed I could overcome challenges with my own “amazing” leadership skills.

So, I short-armed my recruiting, accepted the “nice and seemingly competent” leaders and moved on.

The Reality Check

It didn't take long for me to realize my error. We started experiencing some messy outcomes:

  1. Wasted Time and Rework - Tasks that should have been straightforward turned into complicated, time-consuming endeavors.
  2. Team Dysfunction - Team meetings devolved into firefighting and drama.
  3. Reputation Damage - Our hiring volume was stagnant, and we couldn't budge on the increasing turnover, leaving my hospital exec team meetings something to dread.
  4. Burnout – I alone was creating, leading, and executing everything. No leverage at all.

Top Talent Matters More Than You Think

It became abundantly clear that investing in top talent is a strategic imperative.

Here's the research:


A study by McKinsey & Company found that high-performing employees can be up to 400% more productive than average performers in roles that require complex decision-making and problem-solving skills.

Revenue Generation:

According to a report by the Harvard Business Review, top sales performers can generate up to 10 times more revenue than an average salesperson.

Innovation and Problem-Solving:

A study published in the journal "Intelligence" found that individuals with high cognitive abilities (often indicative of top talent) tend to excel in complex problem-solving and innovative thinking.

Employee Engagement:

Gallup's State of the Global Workplace report indicates that highly engaged employees are 21% more productive than their less engaged counterparts. Top talent often falls into the highly engaged category.

Leadership Impact:

The impact of top talent is particularly pronounced in leadership roles. Research by Gallup suggests that the top 10% of managers can drive 48% higher profit and 22% higher productivity for their teams.

--The Snowball Effect--

When you realize the value of highly talented teams, you start to buy back your time and focus on what you do best.

You avoid unnecessary time-draining activities and get to engage in strategy execution at a high level.

Your team is solving hard problems daily….without you having to lead every effort.

That’s when you really start winning.

To your success,


Founder, Talenta HR Group

P.S. Whenever you're ready, there are 3 ways I can help you:

  1. Ready to find the talent to fuel your healthcare teams? >>> Click here to book a discovery call.
  2. Need to align your team to your strategy? Discover the power of our tailored Predictive Index Workshops
  3. Looking for strategic HR leadership, but not ready for a full-time commitment? Explore our Fractional CHRO solutions.

VitalSigns Talent Insights

By Alden Pennington

Founder @ Talenta HR Group. CHRO by trade, provocateur by nature. I help healthcare leaders get "unstuck" so they can achieve their potential, and our healthcare institutions can fulfill their promise.

Read more from VitalSigns Talent Insights

What We're Digging Into: Recruiting, by nature, is inherently a subjective game. Lots of opinions, lots of guesswork, and few tools to really “test-drive” a candidate’s ability. So, how can we begin to improve our odds? Why It Matters: While its true nobody scores 100% with recruiting execs, by introducing data, you get much closer… When the stakes are tens to hundreds of millions of dollars, every percentage point in the right direction matters. Today, we pull back the curtain and share a...

9 days ago • 3 min read
the word alignmentment spelled with scrabble letters

What We're Digging Into: Operating in a silo, a vacuum…. or really any other isolated structure is no way to run your talent function. Sure, there’s tons of work to do, but is it the right work? Why It Matters: Many HR teams, along with unwitting executive teams still view HR as “nice to have”. This is largely because the programs and projects HR execs choose don’t really apply to where the CEO and CFO are focused—Business outcomes! The reality of business is clear: No two organizations are...

27 days ago • 4 min read
white and brown city buildings during daytime

What We're Digging Into: Unpredictable markets, high cost of capital, and changing strategies will mark 2024 and beyond for Private Equity. The path forward will require a deeper focus on sustainable talent practices. Why It Matters: For many PE firms, investment cycles of 3-5 years meant little time was spent cultivating great leadership. That was the next investor’s problem. Times have changed…. PE groups are now scrambling to adjust to the new realities of longer hold times with a...

about 2 months ago • 3 min read
Share this post