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.
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 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 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 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.
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.
Talent management is about great conversations. Rounding is one of those conversations that has been used in the healthcare setting. Here is a video from the Studer Group on rounding that does a great job on explaining how leaders and followers can make the most of their time together. Check it out – and find a way to let your leadership teams use it.