Does learning = reading a book? I would say no, and here are two ways reading gets in the way of development and 2 ways to get development without reading a book – one for you and one for your team. Development and positive change happens when we have thoughtful conversations that lead to meaningful actions, and result in higher performance. That is an effective talent management strategy.
Talent management is about great conversations. More specifically, honest conversations, resulting in thoughtful actions, and resulting in higher performance. Here are 5 questions that will help you create space for people to be honest. There still have to be actions that have to get done, but step one is getting it out on the table. Included are some links to templates that can help you have those conversations as leaders.
Talent management is about great conversations. One critical conversation is the one we have with ourselves when we are feeling overwhelmed and not living into the work or the priorities we have set for ourselves. That happens. Life happens. But staying in and leading from that space is not healthy. Here are 4 steps to take when you find yourself feeling like you are loosing it (I call it the Am I crazy? question). The ability to do this is a critical part of leadership development.
We scramble for the perfect gift, and often it is right in front of us, and behind us, and around us. Our time is a great gift, and for leaders it is too often forgotten because of all the other things we are trying to do. How do you make your time matter? First, recognize how valued it is, then give it. Talent management is about great conversations – go have one.
It is time to get rid of the open door policy buzz phrase in business and replace it with the open ears policy. Here are some tips to making open ears work for you as a leader, and a challenge to followers to step into the space created by your leader to listen. Talent management is about great conversations, and having that conversation requires a minimum of two people, coming together, and willing to share the roles of talker/listener. This is a foundational leadership development topic, and should be repeated often if you are building a leadership development strategy.
How many times have you walked into a situation as a leader, parent, or friend and heard a mountain of excuses and nothing got fixed? We know the impact of an excuses, but how do we get to a different outcome? Talent management is about having great conversations, and having those conversations requires us to manage ourselves well and maybe make some changes on how we manage others. Here are two practices this week to focus on.
Talent management is about great conversations. One great conversation is the one that happens inside of us as we try to get unstuck. Ownership is the biggest single difference between an entrepreneur and many that work in larger organizations. When we act like an entrepreneur we move past those barriers. Here are a couple of books that have become my barrier buster reminders, and a few triggers to use when you watch yourself.
Leadership starts with self-awareness. Self-awareness is only possible if we do some inner work and engage in a community that helps us define and refine our talents and potential. That is talent management, for leaders. Here is a presentation I did around entrepreneurial leadership and two things I learned from the experience.
Talent management is about great conversations. One conversation that is powerful is around career development. Looking into the future to plan a career or commit to mastery is exciting, and not easy. Personal ownership is the big key to success, and that is step 1. Here are some tips for owning your own career development and some books/resources that might help.
Talent management is about great conversations. Ultimately, great conversations are laced with the right words, the right intent, and the right actions. MORE is a word that is part of startup, growth, and leadership conversations, but beware of it. Ultimately it causes motion, but erodes most of the other things that are part of great relationships. Here are 5 reasons why MORE is dangerous.
Talent management is about great conversations. It is important for leaders to know that these conversations have to have a place for people to share how they feel. Learn why this question is important and three strategies for leaders to create moments where this information can be shared.
Talent management is about great conversations. One topic that should be part of every conversation is our capacity and how it is being stretched, grown, shared in the work that we do. Leadership development is about helping leaders do it for themselves and using that experience to become capacity planners for their team. What is leadership? One answer is being a capacity developer of talent.