So how do you set measures for a development plan that will be meaningful and result in positive momentum for the talent management in your organization? Here are three thoughts that will help leaders create meaningful measures for development goals. The talent scorecard is also a great place for leaders to assess their own habits.
Talent management is a conversation. Here are three questions you might have and books to read that will help you explore and find answers. The backdrop of the whole talent management conversation is self awareness and community. Here are two tools that will help create the awareness you need as an individual and sharing it with others will create the community you will need to support your own journey.
360 feedback tools help leaders listen, but they are events, not habits. Here is one way to listen well and create a great talent management conversation without having a special 360 assessment. Habits like these make you a more effective leader by giving you real-time feedback.
Talent management is about great conversations. Book clubs can be a powerful talent management tool because any size organization can do it. Here are 3 tips for increasing the impact of the experience on the people and the organization. Remember it is a conversation, not a lecture. Talent management is about great conversations.
Talent management is too often introduced with buzzwords/phrases like “The right people on the bus” or “engagement” or “rewards/recognition programs”. At the core of talent management are a few behaviors, and every leader can assess their own talent management habits using the talent scorecard.
Talent management is about great conversations. This is the third post around Jodi Glickman’s book Great on the Job, which is full of useful tips for doing well at your first job. While it is written for people staring careers, it is also a great resource for leaders. This post explores the area of feedback and how we get/give it well.
We now know that talking about ourselves triggers the same sensation of pleasure in the brain as eating or receiving money. How do we use this research to help us get our people more engaged and support the engagement of our leaders in their work? Here are some thoughts on why this matters and how to translate it into what we do as leaders and followers.
Talent management is about great conversations. The best conversations lead to purposeful actions that make a difference in the organizations, communities, and world around us. Talent management is about helping people build a brand by applying what matters to them. Here is a Mightybell experience that helps build a brand.
Succession planning is probably the most strategic talent management conversation, it is also the hardest. Here are 8 questions to ask before starting this key talent management process. The outcome of this talent management process should be a great conversation, but getting there requires clear expectations and knowing the barriers people have to overcome. Start with these 8.
Are there things about you that people do not know? We all know the answer to that question – but is anything on that list that they need to know? Maybe you love to problem solve. Maybe you led a team of 20 people at one point in your career. Maybe there is some part of the business you want to learn more about. Maybe you get 150 emails a day and prefer phone calls. Talent management is about great conversations. Here are some tips that leaders/teams can use to share that information.
Succession planning is a key part of talent management. It is the ultimate uncomfortable discussion, but the one that says a lot about you as a leader for going through it. It is not the most critical talent management process, because it feeds off several other key processes. Here is the first in a series of posts on this topic – more to come, including trUTips #19.
Jodi Glickman wrote a book called Great on the Job focused on helping college students make a successful step into the workplace, but the advice goes beyond just students. Talent management start with great conversations, and this book provides loads of great advice as to what that looks like. A great addition to any talent management library.