Talent management is not about doing the big things, it is about the little things. The little things are conversations, plans, and support that help people feel like a valuable asset. The talent management scorecard helps leaders see how they are doing, and helps leaders develop the focus and skills to help their team perform.
Leadership and accountability is a double edged sword. Accountability is too often used around revolutionary or punitive rhetoric. Be careful, because it is a powerful word and it can result in some very distructive actions. Talent management has to have accountabiity to work, but it starts with a great conversation and a strong relationship.
Whether it is people development in your organization or personal development for yourself, your habits are what drives you towards your goals. Is retaining your best people important? Then there are specific habits you need in order to make that a reality. I call it a talent scorecard and here is why it is important.
Safety around water is important because the risk is real, and a drowning victim has a name. This lesson hit me during a recent swimming lesson, and it has application in leadership development. What do new leaders need? A lifeguard of sorts – called leadership development, an on-boarding plan, or a mentor.
What do we need to do as a leader? Through the eyes of our people, a Blanchard/Training Mag study gives us some insight into what people think are the roles of their leaders and what is their responsibility. It is about leadership and followership, and how awareness of self is critical to assuming our new roles.
It is hard to invest in training when the market is way down. But investing in your best people goes way beyond a line item in the budget. Compensation is not a driver for your best people, it is time, opportunity, and the feeling they are part of something special. Here is a talent scorecard that helps a leader step back and understand what they should be doing.
High potential programs are a great way to focus limited development resources (time and money) on the right people. Too often selection of these people does not include the step of asking. After all, why would anyone turn down a chance to make more money and become an executive?
Performance evaluations are a tool for leaders and followers. The outcome should be a great discussion with a plan for the coming year. Here is a template for how to do that in your organization.
Is ignorant a bad word? Should we hire the ignorant? The answers are No and Maybe. It takes a special leader to hire the ignorant and sometimes hiring them is a bad idea. It can also be a powerful word for pushing us to grow.
Do you write thank you notes? It is a powerful way to build trust with others and to monitor how well you are recognizing great things that people are doing around you.
Here is a fun idea for announcing a job change or an addition to your team. Do not miss a change to onboard well or announce a change in responsibilities.
Great leadership and great followership starts and ends with conversations that create understanding and actions. Here is one conversation around Building Trust that makes a difference.