Talent management is about great conversations. More specifically, honest conversations, resulting in thoughtful actions, and resulting in higher performance. Here are 5 questions that will help you create space for people to be honest. There still have to be actions that have to get done, but step one is getting it out on the table. Included are some links to templates that can help you have those conversations as leaders.
Talent management is about great conversations. One critical conversation is the one we have with ourselves when we are feeling overwhelmed and not living into the work or the priorities we have set for ourselves. That happens. Life happens. But staying in and leading from that space is not healthy. Here are 4 steps to take when you find yourself feeling like you are loosing it (I call it the Am I crazy? question). The ability to do this is a critical part of leadership development.
We scramble for the perfect gift, and often it is right in front of us, and behind us, and around us. Our time is a great gift, and for leaders it is too often forgotten because of all the other things we are trying to do. How do you make your time matter? First, recognize how valued it is, then give it. Talent management is about great conversations – go have one.
It is time to get rid of the open door policy buzz phrase in business and replace it with the open ears policy. Here are some tips to making open ears work for you as a leader, and a challenge to followers to step into the space created by your leader to listen. Talent management is about great conversations, and having that conversation requires a minimum of two people, coming together, and willing to share the roles of talker/listener. This is a foundational leadership development topic, and should be repeated often if you are building a leadership development strategy.
Talent management is about having great conversations. An employee survey is a tool that can help leaders listen more effectively and create some momentum towards the building a stronger culture. It also does not make sense in some cases. Here are some tips for thinking about whether it is the right thing to do for your organization.
How many times have you walked into a situation as a leader, parent, or friend and heard a mountain of excuses and nothing got fixed? We know the impact of an excuses, but how do we get to a different outcome? Talent management is about having great conversations, and having those conversations requires us to manage ourselves well and maybe make some changes on how we manage others. Here are two practices this week to focus on.
Talent management is about great conversations. The lens I use to guide these conversations has come from years of watching people interact, being in some great conversations, and working with some friends on a product to help others have great conversations. Here is my 30-30-40 rule. Use it to refine your leadership, peer, and team conversations.
Talent management is about great conversations. One conversation that is powerful is around career development. Looking into the future to plan a career or commit to mastery is exciting, and not easy. Personal ownership is the big key to success, and that is step 1. Here are some tips for owning your own career development and some books/resources that might help.
Transitions are exciting and scary at the same time. Within the transitions related to our work, there is a real opportunity for a great conversation. Here is a list of my recommendation of 7 books that make great gifts for a person starting their first job. Each of the potential to create a perspective for someone that will help them manage through the highs and lows of that first role. Some equip people with specific things they can do, while others equip them with a perspective they need to keep. Both are equally important. Talent management is about great conversations. These gifts have the opportunity to start one.
Talent management is about great conversations. Ultimately, great conversations are laced with the right words, the right intent, and the right actions. MORE is a word that is part of startup, growth, and leadership conversations, but beware of it. Ultimately it causes motion, but erodes most of the other things that are part of great relationships. Here are 5 reasons why MORE is dangerous.
Talent management is about helping people be aware of who they are and apply it in such a way that it makes a huge impact. I lead a program called Shifting Gears that does that for people that have been off for over 3 months, and the lessons that I have learned can be applied to individuals and leaders trying to make the most of the talents they possess.
Talent management is about great conversations. It is important for leaders to know that these conversations have to have a place for people to share how they feel. Learn why this question is important and three strategies for leaders to create moments where this information can be shared.