Why Its Important to Focus on Talent Development vs. Employee Management

Shelley SmithExecutive Coaching, Leadership Development, Predictive Index, Video Blog

Development is Key

Why It’s Important to Focus on Talent Development vs. Employee Management in Your Company

Maybe you feel good because you are consistent about a training workshop that you do or a regular topic. Maybe once every six months or once a year. What am I asking you now is, do you know WHY are you doing it? Is it just to check it off on a box or are you really try to measure and impact something? Talent Development is a big deal, and it takes long term planning, not a once a year workshop.

I will push back on you a little if you are feeling accomplished by checking if off but cannot tell me why you are doing it and if it is working.  By working, I mean making an impact on your results, your goals, your mission in a positive manner and a trackable one.

TRAINING SERIES (creating development)

Try a series that include case studies, individual and group activities. Do you modify your material based on the attendees?  Or are you serving up the same information in a canned way across all levels in your organization? For the groups with higher retention, how do you get them engaged with the same material?

A series creates inclusion, a continual thread of competencies that reinforce when it is created and delivered correctly. It creates conversation and the more of those you can have, of course, the retention continues to go up because the engagement increased. If you do not have retention, or it is not where you want it to be, then the right workshops can help you.

BUILD ON IT

‘Who wants to eat grilled cheese and tomato soup all day long? I mean, I love it. I love pizza, too, but I don’t want the same thing all day long.’

The purpose of the series is to build on it and to keep the growth going which is what talent development is versus management is all about. One-offs are management. It suggests you are just putting a circle around them, isolating them and saying, “I’m only going to manage you to this” vs. development, which opens you up. When the individual team members are free, then the innovation and raised efficiencies happen on a consistent basis.

When we open the possibilities, we open the solutions. We open all the opportunities that are around us that quite frankly, we just don’t connect to because we get tied into the same old same old. We walk in; we put our personal things down when we come to work, we turn on our computer, we go through our e-mails. And the goal is to get us out of that, to allow us to have fun at work, and want to be at work. Then we want more with others at work, which forms the inclusion. From the inclusion naturally, stems more retention.

If that makes sense to you or you want to hear more, perhaps you should call me.