How do we define talents? How do we recognize talents? Wow do we develop them?
Posted: Nov 2007
Every organization is made of basically three types of people:
- 10 to 20% of people that do not have future in your company either because of lack of competencies, dissatisfaction with the position and salary, having problem to adjust to your system of work, or for other reason. Recommendation: Trash them!
- 80%+ of people that basically fulfill required standards and tasks, but not trying to go over that point. They work what they are expected to work, but do not contribute to development of the company. They sometimes occupy leadership positions of lower level in hierarchy.
Recommendation: Keep Them.
- Not more than 5% of talents that contribute both in direction of results bringing as well as creating the progress in processes and results. These people can be considered as Talents. Normally, these people are on the leadership positions on mid to top level, but this is not their only task. Leaving of these employees can be considered as regretted employee turnover.
Recommendation: Develop them.
So how to recognize talent, how to develop them, how to keep them, how to utilize them in a best way? First, be open to everybody that deserves your attention, Talents are not just those who write nice CV and try to be noticed. Sometimes real talents are not that visible. But you must understand that here we do not talk about CEO level, but about every level's talents.
They can show them self everywhere, almost at any time, during the everyday task. It is pity that you look too high and too far, without noticing someone close to you that is potential candidate, and realizing who that could be only when he leaves for better business opportunity.
But instead of sniffing around the company, looking around for people with potential, it is better to use structured approach. The best way is through People Development Forum. PDF is a process of identification of pool of talents, their selection, and for those who pass filtering process creation of development plan, assignment of mentor, that will be coach to his trainee during development process.
Normally cycle of PDF is 1 year. Of course, once when somebody is "recognized" and recruited in PDF process, it does not mean that he/she will be automatically promoted at the end of PDF cycle. Sometimes the process takes 2 or more cycles. It can also result of failure of development of candidate. Or simply there is not adequate position to promote this talent into. But the point of PDF is not to have instantaneous result to magically appear, but to establish and secure supply channel of right people on right positions.
People Development Forum is a process that have destination to grow healthy and effective culture that fosters systematic development of future leaders. The Outcome of PDF for organization is to have a tool for identification of gaps and key strengths, analysis of current and future human potential, identification of key people and planning of successors.
How the PDF process flows? It starts with skills assessment of employees. Skills Assessment identifies individuals with strong potential, having a significantly high level of performance and competences. These employees enter the pool of people that will be the subject of PDF meetings. They do not participate to PDF, but their performance and competences are being analyzed and discussed at PDF by senior management.
The responsibility for making Skills Assessment and Talent Profile is up to immediate supervisor manager who do this prior to PDF meeting with other colleagues.