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.
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.
Steve Jobs is an interesting person, and his biography by Walter Isaacson is a great read at many levels. Here is a brief view of that book and 3 things I take away. Leadership development, talent management, self awareness through failure – it is all there.
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.
Parenting, friendship, and leadership. Developing as a person or helping develop the talent in your organization has similar truths that go between them. Here are a few connections I have found that transcend work and home life.
Questions from HR professionals around the Talent Scorecard and other talent management activities. These two questions center around talent management in small companies and how my approach to performance compares with the focus of Crucial Conversations.
What should 2012 look like for leaders? If you were going to do one thing that impacts the engagement and energy they have for their work, what would it be? Here are three ideas for helping your people see work differently and get more excited about it (aka: talent management / employee engagement)
Talent management is not a form, or a process, but a commitment to a place where everything (or most everything) works. The job is great, people are getting what they need, people are owning their role, and teams are helping each other be successful. It takes great leadership, great followership, and most importantly it takes frequent and very open conversations. The one on one is the critical piece of this, and here is a form to help a one on one work well. The result is great talent management.
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.