Insights - Scott Patchin

Do You Know How to Start and End a Conversation?

Jodi Glickman’s book Great on The Job is focused on new or soon to be new graduates and what they can do to ensure their career starts with some positive first steps. Talent management is about great conversations, and this book is full of tips for individuals to make great conversations happen that will help move them towards professional success. This is the first in a series of posts that will end in a full review of the book and an interview with the author – Jodi Glickman.

Leadership Rounding – A great example of how leading leaders is different

Talent management is about great conversations. Rounding is one of those conversations that has been used in the healthcare setting. Here is a video from the Studer Group on rounding that does a great job on explaining how leaders and followers can make the most of their time together. Check it out – and find a way to let your leadership teams use it.

Tracking My Happiness – Final Report

Talent management is about great conversations. I took a happiness survey and found that it could be a great development tool that has the potential for providing both. Here are some of my results, how they hit me, and how this could be a great leadership development tool for any size organization.

Time – What does your graph look like?

Time management and talent management go hand in hand. How do you spend your time? How should you spend your time? Whether you are an entrepreneur or a seasoned leader immersed in an efficiency or growth challenge, this is worthwhile exercise for you and your team.

Friday Fun – The cumulative effect of Happy moments . . .

Happiness research tells us it is not the big things, but the cumulative effect of little moments that matters. If we impact each other in positive ways, then lots of good things happen in our teams and our business. Fridays are not the only day to smile, but a good day to try some purposeful things to impact the lives of others. This is talent management, and it is fun.

Companies are Like People, Our Culture Defines the Relationship – Tips for doing it well

A big part of talent management is getting people to trust us so that the conversations we have are laced with truth and transperancy. Onboarding is the moment when we first meet our new employees, and the time when we have to realize that building that trust as leaders and peers is critical. An effective talent management program depends on the trust developed in onboarding. Here are some tips for doing it well.

Three Ways to Make Recognition a Habit, 1 Thing to Avoid

Talent management is about getting people to feel good about what they are doing, focused on some clear outcomes, and getting things done that they can point at with pride. This is engagement. Recognition programs gone the wrong way end up with a powerpoint slideshow or a physcial ‘recognition toolkit’ that become symbols of checking the box, not engaging the heart.

Introversion (TED video) and trUYou

Talent management is about having conversations. It is also about people bringing self awareness to the conversation and using that information to have a more effective conversation. This post uses a TED talk about introversion to explore what we (leaders and followers) need to do to make this a rich conversation. Great talent management is enabled by self awareness.

Tracking Our Happiness – My experience + an exercise for leaders

Talent management is not about training, it is about awareness, individual ownership, and an ongoing partnership between leaders and followers to get better. I joined an HBR study on happiness and here is some reflections on what I have learned.

Tracking My Happiness

A great article in the Harvard Business Review (Jan/Feb 2012) about happiness inspired me to join a study on happiness. Another use for my iphone. 🙂 Here is the link - https://www.trackyourhappiness.org/ . I will be blogging more about it, and the article is really...

Assessments for Individuals – How they stack up

Talent management is about great conversations. In order for it to work, an individual needs to bring an awareness of who they are so decisions made can reflect the needs of the team, the individual, and the organization. Assessments are helpful in giving the talent (people) in your organization a baseline of information to build that self awareness. Here is my opinion of how those assessments stack up.

3 Questions to Answer BEFORE Hire=Yes

Three question process for the selection piece of talent management? Not likely, but it highlights a good way to have a final discussion about the fit of a candidate to a role/organization and for a candidate to asess their own alignment with the role. Good talent management and leadership development topic.

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