Talent management is about great conversations. It is a mistake to assume a six figure salary means that people can be totally independent and will create their own performance expectations. The one on one template I use defines that expectation and helps people see the goal that must be attained.
Making a transition to a senior level leader is tough. The CEO can play a key role in success, and they can also choose to stay away until it is too late. Here are two myths that get in the way of a CEO being a coach/mentor for the success of their leaders. Talent management is about great conversations – get past these myths and you can go have one.
Have you heard of TED? Where do you learn? Talent management is about great conversations. As part of that conversation, I love to ask these two questions to help me understand someones learning Brand. Use them, and if you are asked, be ready to offer some authentic and energized answers.
So how do you set measures for a development plan that will be meaningful and result in positive momentum for the talent management in your organization? Here are three thoughts that will help leaders create meaningful measures for development goals. The talent scorecard is also a great place for leaders to assess their own habits.
Talent management is about great conversations. Within those conversations is information you need to lead well at the moment, and things you need to correct over time to make you a better leader. That is called feedback, and getting it requires consistently asking for it. Here are some steps to making that happen for you as a leader.
Succession planning is probably the most strategic talent management conversation, it is also the hardest. Here are 8 questions to ask before starting this key talent management process. The outcome of this talent management process should be a great conversation, but getting there requires clear expectations and knowing the barriers people have to overcome. Start with these 8.
Are there things about you that people do not know? We all know the answer to that question – but is anything on that list that they need to know? Maybe you love to problem solve. Maybe you led a team of 20 people at one point in your career. Maybe there is some part of the business you want to learn more about. Maybe you get 150 emails a day and prefer phone calls. Talent management is about great conversations. Here are some tips that leaders/teams can use to share that information.
Succession planning is a key part of talent management. It is the ultimate uncomfortable discussion, but the one that says a lot about you as a leader for going through it. It is not the most critical talent management process, because it feeds off several other key processes. Here is the first in a series of posts on this topic – more to come, including trUTips #19.
Jodi Glickman wrote a book called Great on the Job focused on helping college students make a successful step into the workplace, but the advice goes beyond just students. Talent management start with great conversations, and this book provides loads of great advice as to what that looks like. A great addition to any talent management library.
Talent management is about great conversations. Rounding is one of those conversations that has been used in the healthcare setting. Here is a video from the Studer Group on rounding that does a great job on explaining how leaders and followers can make the most of their time together. Check it out – and find a way to let your leadership teams use it.
Three question process for the selection piece of talent management? Not likely, but it highlights a good way to have a final discussion about the fit of a candidate to a role/organization and for a candidate to asess their own alignment with the role. Good talent management and leadership development topic.
Assessments in talent management – whether it is selection, high potential development, career development, leadership development, or any of the other pieces – is important. Here are 4 traps and a truth around using asssessments so you can make a good buy instead of being sold something that will not work.