Tag Archives: Talent Management

Let’s talk talent … people matter!

2016.03.01_talent analytics
I believe the real difference between success and failure in a corporation can be very often traced to the question of how well the organization brings out the great energies and talents of its people.”
— Thomas J. Watson, Jr.
A Business and its Beliefs (1963)

It’s hard to imagine that the son of former IBM Chairman and CEO, Thomas J. Watson Sr., published this insight over 50 years ago now, and yet, to this day, effective talent management is a process that alludes far too many organizations around the world. Too often organizations assume they have a handle on their talent pipeline. They rely on gut-feel to identify the leaders of tomorrow, or worse, they rely on tenure and seniority with the assumption that technical proficiency, or longevity within the organization, will translate into success in a leadership role down the line.

But, of course, it doesn’t work that way – as far too many companies have learned the hard way.

Data matters! The concept of applying metrics and data to “people” might seem cold and contradictory, but the reality is it works. Data-driven talent management systems can and do improve the robustness and health of the talent pipeline and, in turn, enhance organizational performance.

As the Forbes article below points out, however, the organization must have a culture that supports the use of data in order for talent management initiatives to be truly successful. The author also provides a great overview of the history of data analytics (it’s not a new tool by any means), as well as his views on why it is important, and where he sees it going from here.

Read more here

If you aren’t using data to measure your talent, or aren’t doing so effectively, I would welcome the chance to talk to you about how our approach to talent management enhances your ability to identify, as well as foster and enhance, the performance of your organizational talent.

The Coach as Leader

We are nearing the end of what is arguably the largest sporting event in the world; the FIFA World Cup. In the spirit of the tournament I decided to write a quick post linking sports with business deficiencies.

The most talented players only want to play for the right coach with the right system and the right winning culture. In return, frustrated sports fans question whether the loyalty of the players lies with the name on the back of the jersey or the logo on the front. In the future, this same free agent attitude and approach will increasingly be found in the business workplace, where the vast majority of us toil and where the same essential psychology is at play.

The lack of rigorous systems and objective scientific processes in the talent management sphere is only one reason for this deficiency. The other, perhaps even more important, reason is the lack of understanding, poor judgment and the subjective biases that impact our perceptions when it comes to talent spotting and talent management. We all think we are better than we really are when it comes to our people sense.