Leadership and talent management is about helping organizations and people succeed. Time is almost always a barrier, and here is a classic tool from Stephen Covey that can help sort through things.
Time – How to have this discussion
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Keynote topic
Universal truths: Relationships and Leadership
Parenting, friendship, and leadership. Developing as a person or helping develop the talent in your organization has similar truths that go between them. Here are a few connections I have found that transcend work and home life.
They asked: Hi Po selection, Hiring the right people, Succession Planning
Talent management related question from a group of SHRM leaders / Human resource professionals. Focused on hi-pot development, succession planning, and selecting the right people. Some great talent management questions and, from my experience doing keynote, probably the three topics most asked about. This is post 2 of 2.
They asked: Performance management in small companies and Crucial Conversations
Questions from HR professionals around the Talent Scorecard and other talent management activities. These two questions center around talent management in small companies and how my approach to performance compares with the focus of Crucial Conversations.
Who Wants to be CEO?
Succession management, development plans, performance evaluations all have a key ingredient. Asking people what they think. Getting your talent engaged in charting their own career course and owning their personal development is key.
My Top Shelf – Books that I love
Everyone has a list of books that are favorites. Here is my list that encompasses leadership development, individual development, self-awareness, friendship, and making a choice to make a difference. Talent management for each of us is about chosing to continue to learn and to know what our foundation of talent, passions, and the rewards that mean the most to us.
A trap: Over Leading and Under Caring
Being a leader versus being a manager. It is a great topic and a key discussion to have as you challenge seasoned managers and directors to take make a shift that the organization needs them to make. But many of the relational needs people have are best done by managers – and even the CEO needs to wear that hat on occassion.
7 Key Numbers All Leaders Should Know
Learning takes energy. Here are the numbers any leader or follower should think about before they start asking for or embarking on personal change. Talent management is about all of these AND the conversation that follows. Your next talent management strategy or leadership development key note address should probably include all of these numbers.
Quick trU Tips: 4 Destructive Myths
Here is a quick learning activity for a leadership team. Tony Schwartz talked about myths that live in organizations that are destructive. Leadership development is about awareness first, and these points help leaders examine some myths that might be getting in their way. Use this at your next leadership team meeting, or around an examination of talent management.
WI SHRM: What to do with a talent anchor?
The question from a Wisconsin SHRM attendee about keeping a person who is bringing income into the company, but is doing things that keep the CEO up at night and cost the company money in other areas. The talent scorecard is in place to drive truthful conversations around people like this.
Talent – What your CEO is reading today
There is a special section today around talent management in the Wall Street Journal. The great thing is that it is written for business leaders in their language and it opens the door for you, as an HR leader to help them process and apply some of it in your own company. A great read . . .
Wisconsin SHRM 2011: My presentations
What is the #1 issue in talent management? There are actually 2: Performance evaluations have to be given on-time AND people need development plans. Here is a talent management presentation around the talent scorecard that I gave at the Wisconsin SHRM 2011 conference as a speaker. It is ideal for a keynote address to leaders looking for a perspective on leveraging their talent and an action plan to do it.