talent management seven secrets

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Information about talent management seven secrets
Business-Finance

Published on March 2, 2010

Author: dbyoung

Source: authorstream.com

7 Secrets of Talent Management : 7 Secrets of Talent Management What they don’t tell you at Glasgow Business School © Dr D Young/ hrpd.co.uk/ 2009 1. First Impressions : 1. First Impressions Talent is often not immediately apparent What may appear to be talent may be superficial Talent is often about recognising potential You can find talent in surprising places 2. Investment pays : 2. Investment pays Small investment in talent can help maximise value Making talent feel valued, and cared for, is critical Small development can have big leverage Helping talent early in career may create loyalty and reduce retention problems 3. Context can be key : 3. Context can be key Talent may be contextually dependent Talent in one culture or context may not transfer to another culture, context or organisation There are implications for recruitment and succession planning across cultures/geographies 4. Renaissance man is dead : 4. Renaissance man is dead Talent tends to be domain specific – multi-talented performers are rare If someone is talented in one sphere they may be very poor in another Boffins may be very good at innovation but can make lousy managers 5. Nature yes, but Nurture matters : 5. Nature yes, but Nurture matters It goes beyond just having a programme, you need to care passionately and actively nurture potential You need to actively create the conditions for talent to develop You need to hold the talent and protect it from negative external forces, such as jealous colleagues 6. You have to be firm : 6. You have to be firm If you don’t give people honest feedback, then you will have no credibility If you don’t give “negative” feedback then the positive feedback will have no currency “Negative” feedback can be given constructively 7. Teams and line managers must value talent : 7. Teams and line managers must value talent Talent is always a member of a team Not all members of the team may be talented The team can either facilitate or inhibit the manifestation of talent Team members need to value the talent in their team and see it as a group benefit Line managers need to actively foster and manage talent in their teams Thanks, hope it’s been useful… : Thanks, hope it’s been useful… Thanks for viewing this introductory slideshow We have significant experience in the range of Talent Management processes We are based in the UK Contact us: Dr Doug Young HR Performance & Development Email: dy@hrpd.co.uk Web: http://www.hrpd.co.uk 9 © Dr D Young/ hrpd.co.uk/ 2009

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