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If you have not heard yet, Dave Ulrich is back, and we are pleased to have his work in our journal again. In the article "Developing Your Organization's Brand as a Talent Developer," Jon Younger and Norm Smallwood (The RBL Group) join Dave Ulrich (The University of Michigan) in describing the common characteristics of organizations that do this well. These are organizations that turn their commitment to talent development into a core capability and a sustainable competitive advantage in the execution of strategy. The linkage to recruiting, engaging, and retaining employees is explored, as is the role that Human Resources can play in this. This takes more than empty talk or a "strategy of the day"; it takes commitment over time. The nine factors that they describe as consistently present in branded talent developer organizations are:

1. Employee development is a key element of strategy;

2. Growth from within is emphasized;

3. Employee competencies and qualities that matter are very clear;

4. They are relentless recruiters;

5. They have well developed career architectures;

6. They are passionate about training;

7. They are demanding performance managers;

8. They take management coaching and mentoring very seriously; and

9. They understand the positive power of letting talent go, creating an "alma mater" system....

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