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.
Talent management is about great conversations. I took a happiness survey and found that it could be a great development tool that has the potential for providing both. Here are some of my results, how they hit me, and how this could be a great leadership development tool for any size organization.
Time management and talent management go hand in hand. How do you spend your time? How should you spend your time? Whether you are an entrepreneur or a seasoned leader immersed in an efficiency or growth challenge, this is worthwhile exercise for you and your team.
Happiness research tells us it is not the big things, but the cumulative effect of little moments that matters. If we impact each other in positive ways, then lots of good things happen in our teams and our business. Fridays are not the only day to smile, but a good day to try some purposeful things to impact the lives of others. This is talent management, and it is fun.
A big part of talent management is getting people to trust us so that the conversations we have are laced with truth and transperancy. Onboarding is the moment when we first meet our new employees, and the time when we have to realize that building that trust as leaders and peers is critical. An effective talent management program depends on the trust developed in onboarding. Here are some tips for doing it well.
Talent management is about getting people to feel good about what they are doing, focused on some clear outcomes, and getting things done that they can point at with pride. This is engagement. Recognition programs gone the wrong way end up with a powerpoint slideshow or a physcial ‘recognition toolkit’ that become symbols of checking the box, not engaging the heart.
Talent management is about having conversations. It is also about people bringing self awareness to the conversation and using that information to have a more effective conversation. This post uses a TED talk about introversion to explore what we (leaders and followers) need to do to make this a rich conversation. Great talent management is enabled by self awareness.
Talent management is not about training, it is about awareness, individual ownership, and an ongoing partnership between leaders and followers to get better. I joined an HBR study on happiness and here is some reflections on what I have learned.
Talent management is about great conversations. In order for it to work, an individual needs to bring an awareness of who they are so decisions made can reflect the needs of the team, the individual, and the organization. Assessments are helpful in giving the talent (people) in your organization a baseline of information to build that self awareness. Here is my opinion of how those assessments stack up.
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.
Much is made about all the responsibilities a leader has, yet many of those go unseen by people that might benefit from knowing. People would probably be surprised by all the things a leader has to deal with, and if they knew they might be able to help. This post uses a letter sent my a worried family member to a the leader of an artillery battery to make the point and remind us some of the responbilities of a leader have not changed much.
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.