Building a killer team for innovation part (6 of 6)

One more thing. Make your company, team or division attractive to talent. You do not have to be the constant self-promoter (hmmm, IDEO comes to mind here with more books and case studies than any of us will likely ever read.) But, showing off your best work, having a great website, and promoting your talented designers in the next phase of their careers are all effective measures. When talking to prospective talent be honest and set realistic expectations. I see many large firms in a constant hire mode. Most often this is a result of an inability to keep talent, not the exponential growth they claim.