Talent – What your CEO is reading today

I shared with a group of human resources leaders last week my trick for finding out what others think about the terms I like to use.  Are you ready for some brilliance?  Here it is . . . . . . . I Google it.  Sometimes the clearest answers are right in front of us.  My aha . . . .  moment came as I prepared to talk to HR leaders from Wisconsin about talent management.  I Googled the term Talent Management Michigan, the top five hits were sites related to managing actors and models.

Today(10/24/2011) you have an opportunity to get a sense for what your CEO is hearing about talent management because there is a special section in the Wall Street Journal called Leadership: Human Resources.  One of the reasons I had an aha . . .  – there is no headline has the word Talent in it. (a good reminder for us as HR leaders that we sometimes speak a different language).  It is a great read and offers an opinion on the talent shortage that made me go hmmm . . .   . The opinion is around whether we have a talent shortage or are we scoping jobs to big and paying too little for people to do the jobs?  Hmmm . . . .

Two things to do with this:

1.  Use it as a conversation starter.  Is there anything in the article that addresses a problem you know a leader is facing?  Pass the article on and offer to sit down to problem solve with them.

2.   Pass it on to a Senior Leader in your group.  Leaders love to be equipped to prepared for tough questions from peers or in a position to drive tough discussions.  You have heard me talk about followership – it is a good follower practice to make sure leaders see things their peers will likely be talking/asking about.

Wisconsin SHRM 2011: My presentations

As promised to those who attended, below are the links to the presentations I gave at the 2011 Wisconsin SHRM conference.  As I reflect back on the questions and the conversations around each topic, I am especially drawn to the feeling around talent management that their needs to be more top down practicing of these habits.  The economic environment is Wisconsin is comparable to Michigan because of what has happened to manufacturing, and yet imagine the untapped potential of the people who are working that DO NOT have development plans.   In my resilience presentation a majority of the attendees were worried about the commitment and attitude of a workforce that is pretty battered.  At the core of talent management is a conversation to build/rebuild trust and invite people to start looking towards a better future.  It is important AND it does not have to be expensive.  Remember that I detest expensive initiative!  🙂

Look for trUTips #15 to talk about how to create a great development plan – no matter what your performance evaluation looks like.

I made the 2011 SHRM WI Promotional video!

My Wisconsin SHRM Talent Scorecard presentation:  http://www.thetrugroup.com/wp-content/uploads/2011/10/Talent-Scorecard-WI-Final.pdf

My Wisconsin SHRM Resilience presentation:  http://www.thetrugroup.com/wp-content/uploads/2011/10/Resilience-Wisconsin-Final.pdf