360 feedback tools help leaders listen, but they are events, not habits. Here is one way to listen well and create a great talent management conversation without having a special 360 assessment. Habits like these make you a more effective leader by giving you real-time feedback.
Talent management is about relationships. If people trust you as a leader and you understand their perspective on the decisions you are making, the outcomes become easier. Goals are great, but when it comes to leadership and teamwork, the process of understanding the goals, arguing about the steps to get there, and finalizing the plan (budget, people, etc.) is the most important piece. In talent management, relationships matter.
Talent management is about great conversations. This is the third post around Jodi Glickman’s book Great on the Job, which is full of useful tips for doing well at your first job. While it is written for people staring careers, it is also a great resource for leaders. This post explores the area of feedback and how we get/give it well.
Jodi Glickman wrote a book called Great on the Job focused on helping college students make a successful step into the workplace, but the advice goes beyond just students. Talent management start with great conversations, and this book provides loads of great advice as to what that looks like. A great addition to any talent management library.
The basics of creating relationships at home and at work are the same. There are some universal truths, and how will social media alter those? Only time will tell, but here is a TED video that helps us reflect on some of these realities now. It is a great discussion for leadership development and talent management in your organization.
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.
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.
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 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.
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.
Much is made about all the responsibilities a leader has, yet many of those go unseen by people that might benefit from knowing. People would probably be surprised by all the things a leader has to deal with, and if they knew they might be able to help. This post uses a letter sent my a worried family member to a the leader of an artillery battery to make the point and remind us some of the responbilities of a leader have not changed much.
What are you most proud of. Talent management and leadership is about understanding people and engaging them in the process and problems of running an organization. Of getting work done. Here is a question to renew energy and share what matters to them.