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Are You Too Late? Ask Most CEO’s this simple question…

Ask most CEO’s what the big issue is for 2018 and they’ll tell you that it’s talent management. Everyone knows that it’s important. Many organizations have a Director of Talent Management or have an entire department dedicated to it. Everyone at executive levels talks about the investment they all are making for the future and that translates into ‘talent management is important.’

Important – but not urgent.

Once the CEO has a person or a department specifically designated for talent management it’s taken care of. It might be part of Human
Resources so someone there can be in charge of it. Some senior
leaders might mentor a few high potential employees so talent
management is now taken care of for those folks. Everyone can check it off their ‘to-do’ list.

It’s not easy to make talent management feel like a pressing issue today – rather than ‘some day’.

But it IS an important issue right now. You need talented people doing essential things right away and there are ways you can get everyone to tackle the issue of talent management now: 

  • Focus on NOW – Give people opportunities now for that committee, task force or project team. Given talented people the title, the new project, or the untried opportunity today. Don’t wait to show them you have confidence in what they can do. Don’t wait for them to tell you they are leaving.

 

  • Be Nicer – Treat employees like customers. Tailor opportunities to people’s interests and talents.

 

  • Remove Your Blinders – Talent is everywhere. Look beyond paychecks to people you interact with regularly: vendors, sub-contractors, community members, and ex-employees. Are you leveraging the talent that is right under your nose? 

 

  • Find Ways to Stretch – Talent likes to improve. Help them do that by providing regular feedback that lets people know what they do well as well as where they can get better and how to do that. Don’t save feedback for under-performers or when mistakes are made – let every person know how they are doing often.

 

  • Develop Teams – Talent management focuses on the person but most work in organizations is done by teams. Develop your teams by
    strengthening everyone who is a member. Every team should be able to identify a skill area for growth so they can assess if progress has been made. work in organizations is done by teams. Develop your teams by 

 

  • Let Talent Be Talented – What are you doing to stimulate initiatives that emerge organically? Is there a lot of forms, format, red-tape and barriers to obstruct inventiveness? Reduce or eliminate it.

 

  • Know the Analytics – Develop a vehicle to capture the analytics of talent so that you can quickly match a new and pressing opportunity with available talent.

 

  • Is it ‘Postable?’ – Focus on the kind of experience people are having at work. While you might not want them to – ask yourself if employees would post their work experiences on social media. People post experiences they enjoy, think is amazing, or is interesting to others. When they share positive experiences, that’s not bad branding for your organization. What kind of experience is your talent having at work?

The ability to attract, retain and develop people is more critical now than ever. Talent scarcity may still be a concern, but the focus is now on engagement and empowerment. Employees are in charge today so everyone who hires and manages needs to be thinking about a work place that; honors, respects and empowers everyone. Look for the people that ‘fit’ – and then provide them with the support that will engage and empower them to succeed. 

If you think a training program or a facilitated conversation about motivating, engaging and empowering people makes sense for your organization, we can provide you with that service and create a customized program. Contact me so I can help you develop the right approach.
This entry was posted on Tuesday, January 9th, 2018 at 1:05 pm. Both comments and pings are currently closed.