Talent management and leadership is about lots of things, but at the core it is about an understanding of ourselves, a willingness to share our perspective(and listen to the perspective of others), and a commitment to the time it will take to get a solution. The habits are core to the talent calendar.
Blog
Book Review: Steve Jobs Biography (by Walter Isaacson)
Steve Jobs is an interesting person, and his biography by Walter Isaacson is a great read at many levels. Here is a brief view of that book and 3 things I take away. Leadership development, talent management, self awareness through failure – it is all there.
Are you a BUT or AND leader?
Small words that have a big impact – BUT / AND. A cornerstone of leadership development is communication, which is part what we say and part getting people to listen. Talent Management is about conversations that happen and are healthy exchanges. One of these words sets a healthy tone for an exchange, and the other too often shuts it down.
Universal truths: Leadership, Parenting . . . and conflict
Professional development and talent management is often focused on the skills we need at work. Many of those same skills apply to our lifes/roles outside of work. I was reminded of that recently when I went to a parenting seminar and learned something that most leaders need to know – managing conflict and teaching your children to do it well.
Leadership: The Power (And Trap) Of Non-Verbals
Leaders need to understand non-verbals, and they need to be comfortable and competent in using that information to have a richer conversation. The Birkman method is one reminder/tool I use to help leaders see that what is happening on the outside is not necessarily what is happening on the inside.
An Interview and Book Giveaway with Leadership Expert & Author David Baker
David C. Baker wrote a book to help new managers be successful. In it he shares lots of very practical advice for leading well and learning as you go. Leadership development and talent management (leveraging/developing your people) are part of being a leader, and this book does a nice job showing the practical steps of how a new manager can do it well. Here is my interview with the author and some reflections on the book.
Universal truths: Relationships and Leadership
Parenting, friendship, and leadership. Developing as a person or helping develop the talent in your organization has similar truths that go between them. Here are a few connections I have found that transcend work and home life.
They asked: Hi Po selection, Hiring the right people, Succession Planning
Talent management related question from a group of SHRM leaders / Human resource professionals. Focused on hi-pot development, succession planning, and selecting the right people. Some great talent management questions and, from my experience doing keynote, probably the three topics most asked about. This is post 2 of 2.
They asked: Performance management in small companies and Crucial Conversations
Questions from HR professionals around the Talent Scorecard and other talent management activities. These two questions center around talent management in small companies and how my approach to performance compares with the focus of Crucial Conversations.
3 Things Leaders Should Ask For More Of In 2012
What should 2012 look like for leaders? If you were going to do one thing that impacts the engagement and energy they have for their work, what would it be? Here are three ideas for helping your people see work differently and get more excited about it (aka: talent management / employee engagement)
Find a Leader . . And Listen. My conversation with Jeno Paulucci
My 90 minutes with Jeno Paulucci was memorable. Reading his obituary reminded me of an important habit – listening to people to hear their stories. It is a great habit for leadership development, and for anyone else.
trU Tips #16a – One on Ones and Leadership
Talent management is not a form, or a process, but a commitment to a place where everything (or most everything) works. The job is great, people are getting what they need, people are owning their role, and teams are helping each other be successful. It takes great leadership, great followership, and most importantly it takes frequent and very open conversations. The one on one is the critical piece of this, and here is a form to help a one on one work well. The result is great talent management.