The key to talent management is one organisations face every day. How do you go about:
- Developing it, keeping it?
- Working out what and who it looks like?
- Finding where the talent lies?
- Figuring out if your internal talents are flexible enough to be able to send where and when you like?
A good brief on where we are as regards talent and organisational change in the market was posted by Peter Cheese from Accenture – see below.
High performers are at times also high maintenance; and you can’t just string them along because often if you do, they’ll walk! In the past 10 years, we have seen several times that high performers in organisations are the least liked by their CEOs, senior managers and sometimes even peers.
This can occur for many reasons. Some of the common ones are:
- They are so focused on getting their own results that they don’t care about others
- They have no need to prove themselves to others and hence do what they like
- Often they are happy to speak their exact mind and do, sometimes leaving a trail of blood
So what can or should you do to manage your organisation’s talent and how?
- Work out what you are measuring with. Some organisations use Psychometric Tools to analyse and draw conclusions as to who is the best. Some of these tools actually specify behaviours 1-7 as good and 8-10 as bad. Or “this” works, and “this” does not, hence Joe is better than John.
- Understand where your workforce is ultimately headed. Have a workforce planning model that works for your business needs. At times, organisations don’t even know where they are headed with regard to recruitment. How many people who are talented are about to leave or have just arrived? There is little knowledge on where the best recruits are going to come from, and hence it’s tough to plan for the future.
- Make sure you have a formal process of recognising who your best people are and where they lie. Have this process be one that is not one-dimensional, e.g. It should not rest on a high-level manager saying, “Great, that guy is talented.” Decisions should be made scientifically such that it takes several different internal opinions, stakeholder reviews from different divisions, and external client feedback to recognise who is “really talented.” The ability to road map the exact distinctions around why high performers have been so successful should be based on your organisation’s specific context and not necessarily on broad-based “Role Success Maps” that often have gaps in terms of your industry.
- Have ways of replicating how you are going to find more and more of these people. Consider that often the industries where they may be working may not be the same as your own. How can you behaviourally interview these people in a fail-safe manner? For example, when Microsoft recruits senior managers, they may interview candidates 5 or 6 times, including one-on-ones with 5 different people, and then panel interview them at the end, putting candidates under such immense pressure during the final phase that they know who truly is talented under pressure.
A formal and scientific model of Talent Management in big companies is essential to make sure you keep, recruit, develop and retain not only high-performance individuals, but also high-performance teams. One of my long-term clients is considered an expert because he knows his people inside and out. Long ago, my client recognised the best performers and what they offer, having mapped what they do best and where they can then mentor others. This person’s ability to subsequently replicate these talents, which of course lie in different areas across the team, enabled him to gain significant and continuous improvement.
Author: Hunter Dean see https://www.linkedin.com/in/hunterdean/ for LinkedIn Profile
Based in Melbourne Australia www.hunterdean.com
Peopleformance 