Talent Management (a rather indifferent view)

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Information about Talent Management (a rather indifferent view)
Leadership & Management

Published on April 25, 2014

Author: ashutoshlabroo

Source: slideshare.net

Description

This was a write up I had put up in January 2010 on my blog. I very strongly believe that what we do in organizations in the name of Talent Management & or Potential Assessment & or Leadership Development Centers is rather short sighted & not really expansive enough to capture the long term vision & the ever changing socio economic & global business environment.

I am quite sure that in coming years the Talent Management space will be looking so different that we will be surprised at what we did a decade back.

Amen....three cheers to Talent & Change!!!!! :)

TALENT MANAGEMENT (A Rather In-Different View) TALENT MANAGEMENT is today not only one of the most searched for items on the web. It is perhaps the most crucial BUZZ WORD for HR Folks today. For the subject matter I am going to refrain talking about COMPETENCY/ CAPACITY/ CALIBRE/ ATTRIBUTES/ TRAITS etc. which are an important constituent of the whole TALENT MANAGEMENT PROCESS & FRAMEWORK. My take on TALENT is a rather personal view & I can be wrong. I personally believe that though LEADERSHIP TALENT is long believed to be those LEADERS who are plotted in the HIGH PERFORMANCE & HIGH POTENTIAL category. Before we look into this, let us understand what POTENTIAL is. POTENTIAL has for long been a subject of evaluation in TALENT FRAMEWORKS/ COMPETENCY MODEL based AC & DC. Let me ask you how you can design a FRAMEWORK & MODEL & stick to that if what you need in an ORGANIZATION changes so fast today. POTENTIAL is neither hidden, nor tapped fully but instead my definition of POTENTIAL is that which comes to use when needed. What good is a POTENTIAL which does not get utilized but always gets measured. There are perennial flaws in the traditional LEADERSHIP TALENT MANAGEMENT processes thus. We keep measuring, assessing & analysing what we don't get to use. Perhaps the few exceptions I have come to respect in context of REAL TALENT MANAGEMENT is GE, UNILEVER, SKF, HONEYWELL, PHILIPS & yet to a good extent INFOSYS & WIPRO but still the subjective challenges the framework poses to HR folks are umpteen & never ending. I believe that what gets tested & validated in REAL SURROUNDING is what prevails & endures. Life is no SIMULATION & certainly not just a ROLE PLAY. How many people (POTENTIAL TALENT) you know of who responded to a PSYCHOMETRIC QUESTIONNAIRE in a TALENT MANAGEMENT FRAMEWORK, to showcase "THE REAL AS IS" & not the "PERCIEVED TO BE" personality. Knowing what is in store people will always create a POSITIVE "TO BE" persona which is away from REALITY & it poses an acute challenge to the ACCURACY of the FRAMEWORK. Personally, I have had the good fortune of being closely involved & designing or conducting AC & DC for two of my past employers in depth & details & even today when I think or read about TALENT, I feel like a 1st CLASS STUDENT. My personal biggest learning has been that POTENTIAL is a MIS- LEADING factor if we don't have a check on the INTEGRITY & the SPIRIT behind the POTENTIAL. Let me warn you, you can't measure INTEGRITY & SPIRIT. INTEGRITY is not a COMPETENCY & yet to have INTEGRITY you need to be COMPETENT & also aware of where you are IN-COMPETENT. CONFUSED!!! Let me elaborate further. INTEGRITY is about the HONESTY which surrounds who you are, what you know, what you don't know & what you can't know. POTENTIAL is often able to mask these questions & what you get in the end is a masked reality which everyone wants to buy & wear but it seldom hides more than it exposes. Nearly all AC & DC frameworks have a premise of "OBJECTIVELY DEFINED" SUBJECTIVITY built around what the ORGANIZATION needs w.r.t. the BUSINESS GOALS & the necessary COMPETENCIES needed. Not only we can question the methods these needs were evolved with, I would also ask if we are able to predict what you needed so accurately why don't we design a RECESSION FREE TALENT. Can that be made possible? Nearly all organizations are ridden with the BIAS (PERIOD/ PAST PERFORMANCE/ RECENCY/ HALO EFFECT) etc. for what they want to see in their PEOPLE. Unfortunately as is the case in PERFORMANCE MANAGEMENT, these BIASES over-power the people at the helm of TALENT MANAGEMENT FRAMEWORKS also. It is seldom seen that ORGANIZATIONS would spend on what they would need in 10 years’ time but it is what they "feel" will serve them well in near immediate future.

LEADERSHIP in itself is no longer today about planning, organizing, controlling, co-ordinating etc. or the MANAGERIAL GRID alone. It is beyond that. It is about your BEING. Your SPIRIT & it is the SPIRIT with the INTEGRITY which forms a RECESSION FREE TALENT. I think time has come when you & I need to refer to a POST RECESSION ERA & the VIEW it offers about TALENT. If TALENT was the USP, why it didn't succeed in FIGHTING the RECESSION. It did hit all of us. Let us look at the organizations which collapsed during the RECESSION. Some of the BIGGEST NAMES which perhaps were the biggest source of the SO CALLED TALENT for the INDUSTRY. You know what they missed, they didn't have the TALENT which had INTEGRITY & which had a strong SPIRIT. According to me all the BEST KNOWN SUCCESS STORIES are of those people who had the POTENTIAL but they had INTEGRITY & the SPIRIT to back it up. After all you can't be in a RACE to be the NUMBER 1 if you don't respect what it is to FAIL & let me assure you, REAL TALENT doesn't run to win, and instead it runs to "BE". My personal assessment & learning over the years has been, that, the best known LEADERS were never aware of their TALENTS even till they died but we today read books on their lives. Isn't it amazing to see that TALENT is not to be explored & assessed but to be EN-ACTED DAILY with the due INTEGRITY & SPIRIT?

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