talent management Archives - Page 11 of 31

Choices. (career and talent management)

Career development planning is about choices. It is about thinking about what we want to be doing in the future, and preparing ourselves to meet a goal for prepare ourselves for a different path. At the heart of talent management is preparing the individual to bring an awareness of self to this conversation and helping the leader listen, guide, direct, challenge, and ultimately partner. Talent management is about great conversations, and at the heart of those conversations is ultimately a choice.

A great question to end your week (or your meeting)

What are you most proud of. Talent management and leadership is about understanding people and engaging them in the process and problems of running an organization. Of getting work done. Here is a question to renew energy and share what matters to them.

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!

Time – How to have this discussion

Leadership and talent management is about helping organizations and people succeed. Time is almost always a barrier, and here is a classic tool from Stephen Covey that can help sort through things.

trU Tips 17+ – Three comments that drove me to write it

Talent management and leadership is about lots of things, but at the core it is about an understanding of ourselves, a willingness to share our perspective(and listen to the perspective of others), and a commitment to the time it will take to get a solution. The habits are core to the talent calendar.

Are you a BUT or AND leader?

Small words that have a big impact – BUT / AND. A cornerstone of leadership development is communication, which is part what we say and part getting people to listen. Talent Management is about conversations that happen and are healthy exchanges. One of these words sets a healthy tone for an exchange, and the other too often shuts it down.

Leadership: The Power (And Trap) Of Non-Verbals

Leaders need to understand non-verbals, and they need to be comfortable and competent in using that information to have a richer conversation. The Birkman method is one reminder/tool I use to help leaders see that what is happening on the outside is not necessarily what is happening on the inside.

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.

They asked: Hi Po selection, Hiring the right people, Succession Planning

Talent management related question from a group of SHRM leaders / Human resource professionals. Focused on hi-pot development, succession planning, and selecting the right people. Some great talent management questions and, from my experience doing keynote, probably the three topics most asked about. This is post 2 of 2.

3 Things Leaders Should Ask For More Of In 2012

What should 2012 look like for leaders? If you were going to do one thing that impacts the engagement and energy they have for their work, what would it be? Here are three ideas for helping your people see work differently and get more excited about it (aka: talent management / employee engagement)