Procurement Talent Development

An old boss once told me: “You made procurement feel less like compliance and more like competitive advantage.” I still think about that. Because outside of pay rises, here are the things I’d have killed for, and the things businesses can use to actually retain their best procurement people: • Interesting work → If your best people spend their time chasing approvals and fixing policy breaches, don’t be surprised when they leave. Put them at the forefront of delivering business innovation, digital, or M&A projects that move the business dial and grow their knowledge. • Learning budget → Top talent doesn’t grow on spreadsheets. Send them to DPW, World Procurement Congress or specialist training. And give them autonomy. No one should have to grovel for travel budget to attend these. And no, you should NOT have to use your annual leave to attend a networking event. • Admin support → Stop drowning your best people in endless reporting and low-value queries. Their job isn’t answering “why did we spend £2k on stationery?” It’s driving strategy and shaping commercial outcomes. • Better travel & tools → Invest in meaningful supplier engagement and modern procurement tech. Face-to-face visits matter. So does a CLM or S2P that works. Don’t expect top talent to deliver multimillion-pound outcomes on clunky systems and budget travel. • Access to power → If your best people never see how the big decisions get made, don’t be surprised when they hit a ceiling. Put them in the room with the CFO, the board, the risk committee. That’s where future leaders are built. • Coaching & mentors → If you think a generic “career chat” once a year will grow your top talent, you’re kidding yourself. They need negotiation experts, transformation mentors, exec sponsors. The kind of support that accelerates careers. I would have moved mountains for a company that invested in me - the human - in this way. And that spend? It pays itself back 100-fold. In retention. Productivity. Morale. Stakeholder satisfaction. 💡 Salary gets attention. But investment builds loyalty.

Your procurement team isn’t underperforming—they’re under-led! (Great leaders build high performing teams by fueling hearts, not just filling roles) Procurement Excellence | 21 JUN 2025 - As a procurement leader, I used to focus on processes and savings until I realized that high-performing teams aren’t built on spreadsheets - They’re built on people! This is about creating an environment where team members thrive! The big question is "what sets high-performing procurement teams apart?" 1. Reward & Recognition → Always celebrate achievements, no matter how small e.g. risk mitigation, dispute resolution not just cost savings. Recognizing effort will lead to motivation and loyalty, encouraging team members to go above and beyond. 2. Continuous Training → A knowledgeable team is an empowered team. Invest in ongoing training programs. Equip your team with the latest skills in negotiation, data analytics, and market trends. Embed training in data storytelling, stakeholder influence, and AI tools. Rotate roles to combat stagnation. 3. Motivating Culture → Eliminate silos with a culture of "One Team" which promotes collaboration and open communication. Create goals with the team to manage expectation and kill blame culture. When team members feel valued and heard, they’re more likely to contribute innovative ideas. 4. Coaching and Mentorship → Implement a coaching model where experienced team members mentor newer ones or reverse mentoring where junior staff teach seniors about Gen Z expectations/digital trends. This not only builds skills but also strengthens team cohesion. 5. Lead by Example → By embracing the values of your organisation, an effective leader inspires trust and respect, setting the tone for a high-performing procurement team. Be transparent in decision-making and encourage feedback. 6. Lead with Purpose → Tell a story to connect procurement’s work to big-picture impact e.g. "Our sourcing enabled product X to reach 1M users within a period of X days". Purpose always drives discretionary effort. 7. Lessons Learnt → Evaluate the failure and success debriefs while analyzing missteps without punishment. Always focus on lessons learnt and encourage your team to be agile. In a rapidly changing market, the ability to pivot and adapt is crucial for success. Procurement excellence starts when leaders shift from process police to talent accelerators. To build a high-performing procurement team, a holistic approach that combines recognition, training, a supportive culture, and strong leadership is required. Your team’s potential is unlocked not by policies—but by #passion. What’s ONE leadership tactic that transformed your procurement team? #ProcurementLeadership #TeamRecognition #Leadership

The procurement talent shortage isn't just about finding people with the "right" experience. It's about recognizing potential where others see gaps. ➡️The reality: Most procurement skills can be taught to someone with the right attitude and aptitude. ➡️What can't be taught: Work ethic, curiosity, problem-solving mindset, and the drive to learn. I've seen career changers from finance, operations, IT, and marketing become exceptional procurement professionals. Why? Because they brought fresh perspectives and an eagerness to master new challenges. ➡️Instead of asking: "Do they have 5+ years in indirect procurement or raw materials?" ➡️Try asking: "Do they demonstrate analytical thinking, relationship-building skills, and genuine interest in learning our business?" The procurement function is evolving rapidly. Someone who learned category management 3 years ago is facing completely different challenges today. Adaptability often trumps experience. My challenge to procurement leaders: For your next hire, prioritize potential over pedigree. Create a structured 90-day development program. Pair them with a strong mentor. You might be surprised by what happens when you give someone their first real opportunity to prove themselves. The best procurement teams aren't just hired—they're built, one willing learner at a time. #Procurement #TalentDevelopment #Leadership #CareerGrowth #ProcurementCareers

No matter to how many CPOs I speak to, nor how many people we train, we have found that still many procurement teams are just order-takers. Here's how to transform them into strategic advisors that drive real business value. A Fortune 100 insurance provider invested in Strategic Procurement Management training for their team. The results? → 40% increase in knowledge scores → Team elevated from transactional buyers to strategic partners → Greater stakeholder credibility across the organization But it gets better. A top five global technology company ran the same program. → 42% increase in proficiency scores → 10%+ jump in internal client satisfaction → ROI that made it their "shrewdest investment" The difference between tactical and strategic procurement isn't talent. It's training. When procurement professionals learn frameworks like strategic sourcing, negotiation strategies, and category management, they shift from responding to requests to proactively driving value. Order-takers focus on price. Strategic advisors focus on total cost of ownership. Order-takers wait for requisitions. Strategic advisors build supplier relationships that prevent disruptions. Order-takers process transactions. Strategic advisors influence business decisions. Your team has the potential. They need the right development. Proper training doesn't just improve skills. It transforms how the entire organization views procurement. From cost center to strategic partner. From reactive to proactive. From tactical to transformational.