Talent management is a lot of things, but great conversations during transition is a big part of it. Chip Conley shares an equation in his book Emotional Equations that captures the essence of Selection AND Onboarding the right way. Whether it is an internal leadership transition or a new hire, use this formula to manage your talent to a successful start.
What is the impact of a personal note from a leader? Part of talent management is effectively connecting with your people and showing them that you care. Based on a recently published article, the mail is where you will have the least competition for their attention. People love letters!
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.
Talent management and leadership is about lots of things, but at the core it is about an understanding of ourselves, a willingness to share our perspective(and listen to the perspective of others), and a commitment to the time it will take to get a solution. The habits are core to the talent calendar.
Steve Jobs is an interesting person, and his biography by Walter Isaacson is a great read at many levels. Here is a brief view of that book and 3 things I take away. Leadership development, talent management, self awareness through failure – it is all there.
Small words that have a big impact – BUT / AND. A cornerstone of leadership development is communication, which is part what we say and part getting people to listen. Talent Management is about conversations that happen and are healthy exchanges. One of these words sets a healthy tone for an exchange, and the other too often shuts it down.
Professional development and talent management is often focused on the skills we need at work. Many of those same skills apply to our lifes/roles outside of work. I was reminded of that recently when I went to a parenting seminar and learned something that most leaders need to know – managing conflict and teaching your children to do it well.
Leaders need to understand non-verbals, and they need to be comfortable and competent in using that information to have a richer conversation. The Birkman method is one reminder/tool I use to help leaders see that what is happening on the outside is not necessarily what is happening on the inside.
David C. Baker wrote a book to help new managers be successful. In it he shares lots of very practical advice for leading well and learning as you go. Leadership development and talent management (leveraging/developing your people) are part of being a leader, and this book does a nice job showing the practical steps of how a new manager can do it well. Here is my interview with the author and some reflections on the book.
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.
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.
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.