Talent management is about great conversations. For an individual to participate in these conversations, it is critical for them to bring a self awareness of what gifts and talents they have. Creating this self awareness as part of helping people find their place is critical. One key is how we talk about it, and Seth Godin uses the term Artist vs the traditional approach of talking about Brand.
Talent management is about having great conversations. For leadership development, those great conversations are critical to have when transitions happen. Not sure if you believe this? Then read this post. Believe it? Then read this post where I give you some resources to become better at handling these situations so they don’t happen again.
Talent management is about great conversations. If you hear any of these statements coming from your own mouth or someone else’s, then there is a problem. Listen for these, figure out where it is coming from, and fix it. It is natural to have these barriers as leaders seek to have greater conversations with their people, but if we get stuck on one of these then things will get messy.
Sometimes it is the simple messages that are the most important. Like “just go to bed.” This message has made all the difference in the world for me, and I have the authors of Rework to thank for that.
Talent management is about great conversations. I have used the Strengthsfinder assessment to facilitate the start of over 500 of these conversations. Now you can get more data from Gallup on the Strengthsfinder assessment, but you do not need more data. Here is why.
Where do you learn? Here are my top four sources of learning. Talent management is about great conversations. What is the conversation you are having with yourself about what you need to learn today?
I had a chance to share a meal with Greg Hartle. Does his name sound familiar? It shouldn’t. Here is some wisdom I gained from a dinner with Greg, and the tips are relevant for anyone. They are especially relevant for people in transition because their work has gone away. Talent management starts with our perspective and willingness to shift.
Talent management is about great conversations. This book not only helps new graduates understand how to apply that in the workforce, but also provided invaluable tips on how to self manage the transition to a new role. The tips provided will also be tools that can be used at any point in a career transition. This is the first post as I read the book – with my ultimate goal of writing a book review.
Talent management is about great conversation. The most valuable conversation between a leader and a team member is the one on one. Within that conversation are three questions a leader can use to get some feedback on how they are doing. Here are the two I came up with and one that is shared from a leader in my network.
Leadership development can happen anywhere. Talent management is about having great conversations and doing something positive with what you hear and learn. This lesson in leadership was from the mouth of a nine year old, and I am glad I listened.
Seth Godin makes me think. Talent management is about great conversations, and the words we use in our performance conversations are important. Lets drop the lingo, and use words. Here are four that should be used more because everyone understands them.
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.