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How do we define talents?
How do we recognize talents? Wow do we develop
them?
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Posted:
Nov 2007 |
Modified:
Nov
2008 |
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The
every organization is made of basically three types of
people:
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10 to 20% of people that do not have future in your
company either because of lack of competencies,
dissatisfaction with the position and salary, having
problem to adjust to your system of work, or for other
reason. Recommendation: Trash them!
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80%+ of people that basically fulfill required standards
and tasks, but not trying to go over that point. They
work what they are expected to work, but do not
contribute to development of the company. They sometimes
occupy leadership positions of lower level in
hierarchy.
Recommendation: Keep Them.
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Not more than 5% of talents that contribute both in
direction of results bringing as well as creating the
progress in processes and results. These people can be considered
as Talents. Normally, these
people are on the leadership positions on mid to top
level, but this is not their only task.
Recommendation: Develop them.
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So
how to recognize talent, how to develop them, how to
keep them, how to utilize them in a best way? First, be
open to everybody that deserves your attention, Talents
are not just those who write nice CV and try to be
noticed. Sometimes real talents are not that visible.
But you must understand that here we do not talk about
CEO level, but about every level's talents. They can
show them self everywhere, almost at any time, during
the everyday task. It is pity that you look too high and
too far, without noticing someone close to you that is
potential candidate, and realizing who that could be
only when he leaves for better business opportunity.
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But
instead of sniffing around the company, looking around
for people with potential, it is better to use
structured approach. The best way is through People
Development Forum. PDF is a process of identification of
pool of talents, their selection, and for those who pass
filtering process creation of development plan,
assignment of mentor, that will be coach to his trainee
during development process. Normally cycle of PDF is 1
year. Of course, once when somebody is "recognized"
and recruited in PDF process, it does not mean that
he/she will be automatically promoted at the end of PDF
cycle. Sometimes the process takes 2 or more cycles. It
can also result of failure of development of candidate.
Or simply there is not adequate position to promote this
talent into. But the point of PDF is not to have
instantaneous result to magically appear, but to
establish and secure supply channel of right people on
right positions.
People Development Forum is a process that have
destination to grow healthy and effective culture that
fosters systematic development of future leaders. The
Outcome of PDF for organization is to have a tool for
identification of gaps and key strengths, analysis of
current and future human potential, identification of
key people and planning of successors.
How
the PDF process flows? It starts with skills assessment
of employees. Skills Assessment identifies individuals
with strong potential, having a significantly high level
of performance and competences. These employees enter
the pool of people that will be the subject of PDF
meetings. They do not participate to PDF, but their
performance and competences are being analyzed and
discussed at PDF by senior management.
The responsibility for making Skills Assessment and
Talent Profile is up to immediate supervisor manager who
do this prior to PDF meeting with other colleagues. |
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During
the PDF meeting senior managers meets, with Talent
Profiles and Skills Assessments forms
prepared starts
to
review assessment data gathered for all talents
selected for pool, they identify skill gaps,
discuss on prioritizing of talents, agree on
development actions for them. They also discuss
about current and projected vacancies and try to
identify potential candidates for specific
vacancies. During PDF meetings the Talents
themselves are not present, so all discussion
about them is done by senior managers.
During the PDF meeting participants respect basic
principles. Confidentiality means that information
shared is only for participants. Members of the
meeting speak honestly and openly, through
behavioral examples, constructive,
based on facts about their people. It is not
allowed by participants of PDF to be subjective,
judgmental, and emotional. Participants need to
respect each other and contribute.
After
PDF meeting is finished, with talents identified
and development plans agreed, the respective
manager is making feedback to his employee,
identified as Talent. During feedback session they
discuss skills and gaps and agree upon the details
of development plan.
But also be careful about talents, sometimes
individuals can be deceptive. There are kind of
people that are very good at selling themselves,
but are not good to sell the product, or bring
result of whatever kind. This type belongs more to
trash not to talents, but are sometimes very
difficult to be recognized.
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