a definition of talent management “the systematic attraction, identification, development,...
TRANSCRIPT
A definition of talent management
“The systematic attraction, identification, development, engagement, retention and deployment of those individuals who are of particular value to an organisation, either in view of their ‘high potential’ for the future or because they are fulfilling business/operation-critical roles.”
Source: CIPD
Three ways to manage talent
Explain help talented people see the big picture and to
specify their personal contribution
Ask don’t just tell or assume – talented people know best
their own strengths which enhances engagement
Involve work with talented people and never over-manage,
give real scope for flexible contribution to goals
Source: Edward Gubman
Five conditions to get the most from talented people
Social purpose they are contributing to a
larger whole
Moral correctness they know their work and
organisation are ethical
Achievement-related pleasure they like what they are doing
and learning
Recognition their skills fit their jobs, they get
fair reward
Positive relations they network with good people
internally and externally
Source: Kourdi and Davies
Five reasons talent must be managed with care
The very best in an organisation are...
Seeking interesting, challenging, purposeful work
More loyal to function/profession than to an employer
Less accommodating of traditional work structures and authority
Very concerned about work-life balance
Prepared to take responsibility of their development and career
Source: DDI
Six challenges for talent management
Don’t recruit - attract talent by being a stand out employer
Build your differentiating ‘employer brand’ - and live up to this
Be different, invest unbegrudgingly in a thorough section process
Place talent with care – in the hands of your impressive leaders
Be flexible in employment practice and perks
Create a stimulating environment that talented people seek
Seven keys to talent management
Create an organisation where people want to work
Select the right people in the first place
Get them off to a great start
Coach and reward
Lighten up - make fun part of work
Selective retention - plan to keep the right people
Say goodbye - filter out those that need to go
Source: Leigh Branham
Seven reasons managers keep people on who should be released
Don’t want to highlight they made a poor selection decision
Guilt at over selling and under informing during selection
Dislike of confrontation
They know they haven’t given performance feedback well
Documentation of concerns poor – fear of formal procedures
They don’t want to go through it all again
Fear of mismanaging the termination meeting and its aftermath
Source: Leigh Branham
Seven reasons talented people leave too early
The job or workplace was not as expected
Mismatch between job and person’s skill sets
Too little interest, coaching and performance feedback
Too few growth and advancement opportunities
Stress from overwork and life imbalance
Feeling devalued and unrecognised
Loss of trust and confidence in senior leaders
Source: Leigh Branham
Eight rules for talent management
Assign senior and clear responsibility for talent management
Show genuine understanding of unique and individual needs
Be really careful about who manages your fragile talent
Have a meaningful, continuous dialogue with all involved
Protect appropriately, empower and reward achievement
Develop, review and adapt individual development plans
Be careful not to create a sub culture of elitism and detachment
Never be surprised by a leaver
Source: Andrew Gibbons
Twelve variables that directly impact on talentBelief Lifts your talent
Passion Energises your talent
Initiative Activates your talent
Focus Directs your talent
Preparation Positions your talent
Practice Sharpens your talent
Perseverance Preserves your talent
Courage Tests your talent
Teachability Expands your talent
Character Protects your talent
Responsibility Strenghtens your talent
Teamwork Multiplies your talent