Insights - Scott Patchin

Transformation or Training?

Talent management is too often focused on putting in what was left out. Real change takes energy, and acknowledging that helps the performance evalutation and professional development focus take on more significance. We need to ask up front “Are you ready?” and then the leader needs to ask “How can I help?” Leaders need to remember that their role in talent management is to help define the what and how – – then support in the journey to a new place. Great followership involves making a choice to go to a new place.

Leadership Development Starts – BEFORE you lead

David Baker wrote a book to help new managers make their transition successful. As I read Managing Right For The First Time in preparation for writing a review, I will share things that make me go Hmmmm. Some thoughts are around leadership development, while some are just about self awareness or individual development. This is about starting your development before you lead.

Where Leaders Learn and 3 Ways To Make It Stick

Most learning is free. The challenge is slowing down long enough to recognize it or to be purposeful about finding a friend to help process it and make the new knowledge a habit. Here are some tips about talent management of ourselves as leaders. Included is a Talent Scorecard to help you see where your own habits as a leader need to be built.

5 Habits To Build a Trust Savings Account

Truth and trust are the two areas that all leaders need to focus all of the time. Here are 5 Habits to build a Trust Savings Account (aka: Emergency Fund). The Birkman Method is a great tool for helping to understand the individual needs of your people. This is s cornerstone of both leadership development and the development of the culture of your team.

Followership: Moving/Leading up the model

Leadership and followership are topics that belong together. Here are some of my take aways from a team event that I facilitated recently. It was a great discussion for defining What is Leadership and What is Followership. This could be a great keynote topic.

What the mirror says . . .

Leadership and team development involves looking in the mirror on occassion. The Birkman Method is a great tool for creating self Awareness for the team and for the leaders. The Birkman Method helps see the natural style, the stress style, and the needs that have to be met in order to help the natural style of the leader be present more often.

WI SHRM: What to do with a talent anchor?

The question from a Wisconsin SHRM attendee about keeping a person who is bringing income into the company, but is doing things that keep the CEO up at night and cost the company money in other areas. The talent scorecard is in place to drive truthful conversations around people like this.

Talent – What your CEO is reading today

There is a special section today around talent management in the Wall Street Journal. The great thing is that it is written for business leaders in their language and it opens the door for you, as an HR leader to help them process and apply some of it in your own company. A great read . . .

Wisconsin SHRM 2011: My presentations

What is the #1 issue in talent management? There are actually 2: Performance evaluations have to be given on-time AND people need development plans. Here is a talent management presentation around the talent scorecard that I gave at the Wisconsin SHRM 2011 conference as a speaker. It is ideal for a keynote address to leaders looking for a perspective on leveraging their talent and an action plan to do it.

WISHRM 2011 – Revisit Development Plans?

A question from SHRM 2011 in Wisconsin around development plans. Talent management needs a plan, and for the individual this is it.

WISHRM2011 – How to support development plans?

This is a question from the Wisconsin State SHRM Conference in 2011. I was invited to speak on the Talent Management Scorecard. The question was How do you recommend supporting momentum once development plans are established?

Learning to listen to ourselves

Resilience and leadership starts with an awareness of self, and gets done with a practice of coaching ourselves when we feel our perceptions taking over. We have to rely on our instincts, but we cannot lead effectively if the people we have to trust feel like we are not listening to them. Here is a coaching example of resilience and building trust.

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