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7 Secrets of Talent Management

What they don’t tell you at Business School. 7 Secrets of Talent Management. 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.

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7 Secrets of Talent Management

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  1. What they don’t tell you at Business School 7 Secrets of Talent Management

  2. 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

  3. 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

  4. 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

  5. 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

  6. 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

  7. 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

  8. 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

  9. 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

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