What is the #1 issue in talent management? There are actually 2: Performance evaluations have to be given on-time AND people need development plans. Here is a talent management presentation around the talent scorecard that I gave at the Wisconsin SHRM 2011 conference as a speaker. It is ideal for a keynote address to leaders looking for a perspective on leveraging their talent and an action plan to do it.
Resilience and leadership starts with an awareness of self, and gets done with a practice of coaching ourselves when we feel our perceptions taking over. We have to rely on our instincts, but we cannot lead effectively if the people we have to trust feel like we are not listening to them. Here is a coaching example of resilience and building trust.
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.
Leadership and accountability is a double edged sword. Accountability is too often used around revolutionary or punitive rhetoric. Be careful, because it is a powerful word and it can result in some very distructive actions. Talent management has to have accountabiity to work, but it starts with a great conversation and a strong relationship.
We all need foundational beliefs that guide us. Leadership is hard enough without a set of beliefs to help guide our choices. This post is about exploring your Leadership Rocks. Mine is centered around a definition offered by Ken Blanchard many years ago.
When people are under lots of stress because of life/work, they start action ‘strange’. When I hear labels, I automatically think of the Birkman Method and what it captures and shares. A cornerstone of leadership development is self awareness of what is normal behavior, what our needs are, and how to deal with stress.
There is lots to talk about when it comes to Steve Jobs and his run with Apple. I just hope we do not forget the leadership lessons and the resilience he showed in coming back to the company that fired him and being more successful.
Is boss watching the #1 sport in the office? Not sure. But leaders need to have the self awareness to know people are watching and lead with transparency. Leadership is about building trust and generating truth to such questions as Why is this happening? or What are you thinking about? Boss watching is about followers filling in the blanks.
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.
Listening is not always THEIR problem. Leaders need to be clear and people need to have time to digest either positive or negative news. Too often there is confusion and surprise. Here are 3 steps for leaders to make sure the news is heard and it makes a difference.
Resilience and leadership is a big topic. It is an important topic. Here is a formula that captures the essence of resilience.