ABSTRACT
This chapter focuses specifically on the approaches to the development of capability-the right mix of confidence and ability that will allow a talented individual to thrive and enable the organisation to get a return on its not insignificant investment. The purpose of any talent management process is to provide the business with the people capability to deliver its strategic aims. Mentoring does share some aspects of coaching, in that much of it is reflective and based around a conversational process. Development must try to meet two agendas: the individual's desire for career progression, and the organisation's need for high performance from its human assets. However, the building of capability and confidence is the role of the talent professional and this is something that requires a strategic approach and not a tactical response such as a training programme.
