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 about relationships. If people trust you as a leader and you understand their perspective on the decisions you are making, the outcomes become easier. Goals are great, but when it comes to leadership and teamwork, the process of understanding the goals, arguing about the steps to get there, and finalizing the plan (budget, people, etc.) is the most important piece. In talent management, relationships matter.
Talent management is about focusing on a process that brings people together to have a great conversation. It could be about performance, career, development, a new job, or a multitude of other topics. The input all connects, and the tools are time and commitment. Here is a quote and some thoughts that sum it all up when it comes to talent management, trust, and business outcomes.
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. 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.
Talent wars are real, but are they really about shortage? Yes and No. There might be a shortage, but you are in a war because you don’t stand out and you have to compete with everyone else. Talent management in the area of selection or talent acquisition is about great selection, but it is also about great execution and consistency of who you are as an organization with what you are selling/telling new people. Here are some ideas about standing out in the crowd.
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.
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.
The basics of creating relationships at home and at work are the same. There are some universal truths, and how will social media alter those? Only time will tell, but here is a TED video that helps us reflect on some of these realities now. It is a great discussion for leadership development and talent management in your organization.
Jodi Glickman’s book Great on The Job is focused on new or soon to be new graduates and what they can do to ensure their career starts with some positive first steps. Talent management is about great conversations, and this book is full of tips for individuals to make great conversations happen that will help move them towards professional success. This is the first in a series of posts that will end in a full review of the book and an interview with the author – Jodi Glickman.