Talent management is about great conversations. Getting to those conversations takes some habits/steps to help keep us focused over time. Here is something I learned yesterday as I went to support a friend who was sharing is expertise. I also learned a lot, which was my secondary goal.
Living into the roles in our lives often requires us to take a second look at our priorities. Being a great Dad, Mom, Friend, or Leader means naming the priorities and making time for them. Talent management is about great conversations. Living into the roles in our lives means having some of these conversations.
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 great conversations. Doing an employee survey correctly requires the courage to step back and answer some fundamental questions about why you want to do it and what commitment you are willing to make as a leadership team. Here are some tips for having a conversation in the beginning that will build a foundation for success.
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?
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.
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.