Sometimes it is the simple messages that are the most important. Like “just go to bed.” This message has made all the difference in the world for me, and I have the authors of Rework to thank for that.
Rule #1: Sleep
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Self awareness
You don’t need more data
Talent management is about great conversations. I have used the Strengthsfinder assessment to facilitate the start of over 500 of these conversations. Now you can get more data from Gallup on the Strengthsfinder assessment, but you do not need more data. Here is why.
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.
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.
Rule 3 – NEVER cancel without rescheduling
Trust is critical in a healthy relationship. For leaders, a way to establish it is to put great value on the one on one time and never cancel without rescheduling right away. This is the final rules for one on ones that must NEVER be broken. Talent management is about great conversations. Follow these three rules and you are on your way to having 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.
It must be the shoes – Yes and No, but mostly No
Making the most of the talent in ourselves is less about learning and more about heart, attitude, and community. I received some Supeman shoes yesterday that remind me of that, and of 21 special people I was able to share a journey with over the last 106 days. The shoes are a reminder of what is really important.
Questions to help the work get done (and the team to be built)
Talent management starts with what we will commit to doing and making sure we have what we need to be successful. These are also the building blocks for teamwork. Seth Godin paints a great picture of teamwork and how to get past disagreements. Here are a few more questions to help you use these to solve your disagreements and move the work/the team/your contribution forward.
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.