Talent Management Gone Wrong

castle_in_cloud_400_clr_13933Once upon a time, there was a young man who was searching for a career.  Like many young people, his early jobs took him on a circuitous route, and ultimately landed him in the field of telecommunications.   He lucked into an entry level position in a Fortune 100 organization and learned the ropes. Twenty years later, he is still at that organization, now managing other eager young people.

Three years ago, his boss told him, as part of his performance review, that he was a “high potential” and placed him into an organizational leadership development program to prepare him for the time that he would become a Director, and enter the executive ranks. (more…)

7 Tips for Making Performance Management Really Simple

simpleGotcha with the headline, didn’t I?  Wouldn’t it be just wonderful if I really could help you make performance management simple?

Actually, I can help you do that, but not with words, with tips and tricks or with hope and a prayer.  It will happen with hard work, a well-designed program, leaders who are skilled and accountable for developing talent and delivering performance, and ultimately measuring whether the program achieved improved performance and higher levels of talent.

So my headline was a little misleading but I’ve been watching how many articles and posts are headlined with “X tips to something,” and they are very popular.  So I wrote one a week ago and my readership skyrocketed.  I was musing about what that says about us (us, because I love the “X tips” too.) (more…)

What is Talent Management, really?

talentTalent management is a systematic, comprehensive process to attract, retain, assess, identify, motivate and develop team members at [company].”

“Broadly defined, talent management is the implementation of integrated strategies or systems designed to increase workplace productivity by developing improved processes for attracting, developing, retaining and utilizing people with the required skills and aptitude to meet current and future business needs.” (2006 SHRM Research Quarterly)

Blah, blah, blah (more…)