leadership transitions Archives

Companies are Like People, Our Culture Defines the Relationship – Tips for doing it well

A big part of talent management is getting people to trust us so that the conversations we have are laced with truth and transperancy. Onboarding is the moment when we first meet our new employees, and the time when we have to realize that building that trust as leaders and peers is critical. An effective talent management program depends on the trust developed in onboarding. Here are some tips for doing it well.

Assessments for Individuals – How they stack up

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.

What does my leader do . . .

Much is made about all the responsibilities a leader has, yet many of those go unseen by people that might benefit from knowing. People would probably be surprised by all the things a leader has to deal with, and if they knew they might be able to help. This post uses a letter sent my a worried family member to a the leader of an artillery battery to make the point and remind us some of the responbilities of a leader have not changed much.

Assessments: 4 Traps and 1 Truth

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.

Onboarding Equation . . and 4 Ways to Influence it

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.

A Hmmm # for leaders – What’s in your mail?

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!

Book Review: Steve Jobs Biography (by Walter Isaacson)

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.

Universal truths: Leadership, Parenting . . . and conflict

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.

An Interview and Book Giveaway with Leadership Expert & Author David Baker

David C. Baker wrote a book to help new managers be successful. In it he shares lots of very practical advice for leading well and learning as you go. Leadership development and talent management (leveraging/developing your people) are part of being a leader, and this book does a nice job showing the practical steps of how a new manager can do it well. Here is my interview with the author and some reflections on the book.

Universal truths: Relationships and Leadership

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.

trU Tips #16a – One on Ones and Leadership

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.

A tool to help leaders listen

What does effective leadership look like when you meet one on one with your people? What does good followership look like, and how do you ask the right questions of your leader and share with them what you need so they can lead? Talent management is about great conversations, and here is a template to make that happen.