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.
Seth Godin makes me think. Talent management is about great conversations, and the words we use in our performance conversations are important. Lets drop the lingo, and use words. Here are four that should be used more because everyone understands them.
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.
A key conversation and habit for any leader is the one on one. Here is the second rule for leaders doing one one ones – letting the owner be the individual, not the leader. Talent management is about great conversations, and this one will be more effective if the ownership is not with the leader.
Talent management is about great conversations. For leaders, it is about shutting out the other things and focusing on one person at a time. This is called a one one one, and here is a template on how to do it. Some data – parents and kids only spend about 3.5 minutes a day in meaningful conversation. So what would your habits at work say about the quality time you spend with your people?
Talent management is about great conversations. It is a mistake to assume a six figure salary means that people can be totally independent and will create their own performance expectations. The one on one template I use defines that expectation and helps people see the goal that must be attained.
Making the most of the talent in ourselves is less about learning and more about heart, attitude, and community. I received some Supeman shoes yesterday that remind me of that, and of 21 special people I was able to share a journey with over the last 106 days. The shoes are a reminder of what is really important.
Making a transition to a senior level leader is tough. The CEO can play a key role in success, and they can also choose to stay away until it is too late. Here are two myths that get in the way of a CEO being a coach/mentor for the success of their leaders. Talent management is about great conversations – get past these myths and you can go have one.
Talent management starts with what we will commit to doing and making sure we have what we need to be successful. These are also the building blocks for teamwork. Seth Godin paints a great picture of teamwork and how to get past disagreements. Here are a few more questions to help you use these to solve your disagreements and move the work/the team/your contribution forward.
Have you heard of TED? Where do you learn? Talent management is about great conversations. As part of that conversation, I love to ask these two questions to help me understand someones learning Brand. Use them, and if you are asked, be ready to offer some authentic and energized answers.
Talent management and leadership starts with great conversations. One of the most important conversations is around What do I do? In the answer and the process towards the answer is the essence of leadership. The clarity, focus, and accountability that is built into this question will take you to a different place in terms of your performance.
How do you build a leadership development program from scratch? It is a questions posed to me and it would not leave my brain until I wrote it down. Talent management is about great conversations, and leadership development is about structuring those conversations around experiences, self reflection, and networking. It can be done well and with a single currency – time from other leaders.