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.
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.
Assessments in talent management – whether it is selection, high potential development, career development, leadership development, or any of the other pieces – is important. Here are 4 traps and a truth around using asssessments so you can make a good buy instead of being sold something that will not work.
Career development planning is about choices. It is about thinking about what we want to be doing in the future, and preparing ourselves to meet a goal for prepare ourselves for a different path. At the heart of talent management is preparing the individual to bring an awareness of self to this conversation and helping the leader listen, guide, direct, challenge, and ultimately partner. Talent management is about great conversations, and at the heart of those conversations is ultimately a choice.
Talent management is a lot of things, but great conversations during transition is a big part of it. Chip Conley shares an equation in his book Emotional Equations that captures the essence of Selection AND Onboarding the right way. Whether it is an internal leadership transition or a new hire, use this formula to manage your talent to a successful start.
What is the impact of a personal note from a leader? Part of talent management is effectively connecting with your people and showing them that you care. Based on a recently published article, the mail is where you will have the least competition for their attention. People love letters!
Leadership and talent management is about helping organizations and people succeed. Time is almost always a barrier, and here is a classic tool from Stephen Covey that can help sort through things.
The #1 question to ask in any talent management process, and probably the most difficult to answer. Great Leadership / Followership starts with a clear target, and this is it.
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.
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.
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.
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.