It is the word that sums up the goal for our own career development and what every person (young or old) works for.  It is also the goal of helping people find success in their role (called talent management) and in our organizations.  When I sit down with clients or friends to talk through development of leaders or managing a change initiative (especially when jobs are going to change) – my mind and questions wander back to the lens I always use to analyze their talent management habits or change plans:  How effectively is their plan creating a conversation?

Ultimately for people to buy into and successfully help your organization get to a different place, there are four questions they(we) need to bring to the conversation.  This is what makes talent management / change management personal.trUYou: our model for developing self-awareness

  1. What do I know about me?  (here is a link to my model for this – trUYou™)
  2. How do my talents, skills, experience and needs match my role and the roles I am looking at?
  3. Can I work for the person leading this group?  How do I feel about the list of tasks I am being asked to ship?
  4. Am I willing to help them be successful, regardless of my answer to question 3?

This Friday I am doing a key note address for a Junior Achievement Job Shadow Day.  I use 3 different size bikes (that students will ride) and cash to drive home a point – you have choices to make.  It is not always an easy journey, but it has some great rewards.  Here are videos I posted of one of my presentations.  Part 1    Part 2    Part 3

Funny thing – if I were to stand up in front of a bunch of seasoned professionals, I would give the same speech.  It is one of those messages that needs to be learned/relearned throughout our professional lives.

Choices are good.

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