Where do you learn? Here are my top four sources of learning. Talent management is about great conversations. What is the conversation you are having with yourself about what you need to learn today?
My Top 4 Learning Tools
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Managing Talent
Good advice for new or old grads – Effective Immediately Post 1
Talent management is about great conversations. This book not only helps new graduates understand how to apply that in the workforce, but also provided invaluable tips on how to self manage the transition to a new role. The tips provided will also be tools that can be used at any point in a career transition. This is the first post as I read the book – with my ultimate goal of writing a book review.
1 on 1’s – Do you ask this question?
Talent management is about great conversation. The most valuable conversation between a leader and a team member is the one on one. Within that conversation are three questions a leader can use to get some feedback on how they are doing. Here are the two I came up with and one that is shared from a leader in my network.
4 Performance Words – What Seth said, and What I think
Seth Godin makes me think. Talent management is about great conversations, and the words we use in our performance conversations are important. Lets drop the lingo, and use words. Here are four that should be used more because everyone understands them.
Performance plan = Coaching? 2 Arguments for NO
Coaching is a term used by leaders and organizations in many performance conversations. Using it as a label for helping individuals through a performance plan is the wrong move. Talent management is about having great conversations, and connecting coaching with ‘I am in trouble’ will forever taint your process. Here are two reasons why . . . .
Rule 2 – Individual (not leader) owns the agenda
A key conversation and habit for any leader is the one on one. Here is the second rule for leaders doing one one ones – letting the owner be the individual, not the leader. Talent management is about great conversations, and this one will be more effective if the ownership is not with the leader.
Rule 1 – Be in the same room together
Talent management is about great conversations. For leaders, it is about shutting out the other things and focusing on one person at a time. This is called a one one one, and here is a template on how to do it. Some data – parents and kids only spend about 3.5 minutes a day in meaningful conversation. So what would your habits at work say about the quality time you spend with your people?
Everyone needs a Target. Everyone!
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.
Can the CEO Coach? 2 Myths that get in the way
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.
4 Things That Identify a Great Community
Shifting Gears is a unique program in Michigan that helps people effectively move through a career transition. Often people that come to a program have been unemployed for 1+ year and are frustrated with what they are experiencing. The key to Shifting Gears is community, and creating it and getting people to contribute to it is the key to making it work. Here are 4 characteristics of a great community.
What is your learning BRAND?
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.
What do I do?
Talent management and leadership starts with great conversations. One of the most important conversations is around What do I do? In the answer and the process towards the answer is the essence of leadership. The clarity, focus, and accountability that is built into this question will take you to a different place in terms of your performance.