My approach to talent identification involves a comprehensive assessment of skills, potential, and cultural fit through various tools such as psychometric tests, performance reviews, and behavioral interviews. For development, I tailor personalized growth plans that include targeted training, mentorship opportunities, and stretch assignments to foster skill enhancement and career progression. This holistic strategy ensures that talent is not only identified but also nurtured to meet current and future organizational needs.

Addressing resistance involves clear communication about the benefits of new strategies, involving stakeholders in the planning process, and providing adequate training and support. By demonstrating how these changes align with organizational goals and individual career aspirations, I build consensus and commitment. Regular feedback loops and adjustments based on stakeholder input also help in easing the transition and ensuring successful implementation.

I focus on metrics such as employee retention rates, promotion rates, and performance improvement. Additionally, engagement surveys and feedback from managers and employees gauge the cultural impact of talent management efforts. By analyzing these metrics, I can identify trends, assess the ROI of initiatives, and make data-driven adjustments to continuously improve talent management practices.

Integrating diversity and inclusion starts with a robust recruitment strategy that targets diverse talent pools and uses unbiased selection processes. Ongoing training for all employees on inclusive behaviors and unconscious bias is crucial. I also ensure diverse representation in leadership development programs and create inclusive work environments through policies that support work-life balance and equal opportunities for all employees.

I led a project to revamp our leadership development program, which resulted in a 30% increase in the number of internal promotions to leadership roles within a year. This initiative not only reduced turnover but also improved employee morale and engagement, as employees saw clear pathways for advancement. The project's success was due to its alignment with organizational goals and its focus on developing leadership competencies that were critical for our strategic objectives.