Talent management is about great conversations. Doing an employee survey correctly requires the courage to step back and answer some fundamental questions about why you want to do it and what commitment you are willing to make as a leadership team. Here are some tips for having a conversation in the beginning that will build a foundation for success.
Trust is critical in a healthy relationship. For leaders, a way to establish it is to put great value on the one on one time and never cancel without rescheduling right away. This is the final rules for one on ones that must NEVER be broken. Talent management is about great conversations. Follow these three rules and you are on your way to having them.
Talent management is a conversation. Here are three questions you might have and books to read that will help you explore and find answers. The backdrop of the whole talent management conversation is self awareness and community. Here are two tools that will help create the awareness you need as an individual and sharing it with others will create the community you will need to support your own journey.
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.
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.
Some numbers that leaders should be thinking about and how it might impact how you manage your talent. Not necessarily a key note speaking in itself, but worth a few minutes in a leadership team meeting. From Inc Magazine and a few other sources.
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.
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.
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?
Talent management is not about doing the big things, it is about the little things. The little things are conversations, plans, and support that help people feel like a valuable asset. The talent management scorecard helps leaders see how they are doing, and helps leaders develop the focus and skills to help their team perform.
Talent managment is not an initiative, it is about habits. My talent scorecard helps leaders ask themselve “Am I doing all of the important things that my people need”. Leadership development is about helping leaders become skilled at the What of leadership, and this scorecard helps them understand the Why as well as the what.
Safety around water is important because the risk is real, and a drowning victim has a name. This lesson hit me during a recent swimming lesson, and it has application in leadership development. What do new leaders need? A lifeguard of sorts – called leadership development, an on-boarding plan, or a mentor.