By Antonella Vaughan, Business Advisor for Purple Cubed
In the most recent Deloitte report, people expert Josh Bersin stated that talent management is ‘coming to an end’, i.e. it must adapt and grow up with the times. This is not only about keeping up with the employee engagement movement, but also about being able to adjust to a constantly fluid and changing organisation model.
I guess it depends on what your definition of talent management is; which surely is about all of your people rather than just those deemed to be ‘talented’. The Wikipedia definition is:
Talent management refers to the anticipation of required human capital for an organization and the planning to meet those needs. … Everything done to recruit, retain, develop, reward and make people perform forms a part of talent management as well as strategic workforce planning.
Bersin makes the point that ‘traditional’ talent management fails to combine the three key ingredients to creating a high performance culture: engagement, empowerment (giving people the learning and tools to work and enabling their development or progression) and environment. There needs to be more focus therefore on a connected people strategy that puts the individuals at its heart. Which is, at the end of the day, exactly in line with the approach we’ve always advocated here at Purple Cubed (described in our book ‘The People Formula’ available at Amazon and other good bookshops).
By talking about pure talent, the wider people element can be over looked. Bersin defines talent as the output of the individual under engagement, empowerment and environmental influences. In a constantly changing workforce, it’s therefore necessary to to focus on ‘the people’, not just ‘the talent’.
I agree with Bersin that ‘people’ is the way to go. But why stop there?
“I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.” – Maya Angelou
So, what’s next? Managing anything implies that it is a static approach, something that is reactive. Leadership on the other hand is proactive, engaging and taking control to seek the biggest benefits. Creating unforgettable experiences is already high up on the digital native agenda. HR shouldn’t focus on talent, but on the person in possession of the talent. What is it that motivates, inspires and empowers each individual? Here we have the future; people leadership
An organisations proactive approach to attracting, engaging developing and retaining their top talent
What 3 things can do you do to ensure you’re keeping ahead of the game?
1- Engaging your employees by understanding what motivates them and drives their peak performance individually – supported by leadership and coaching
2- Empowering employees by giving them the learning and development. Along with the tools and resources they need to do their job effectively
3- Creating an environment with a supportive culture; aligned to your company values. Recruiting to these same values ensures your employees can thrive.
Want more bespoke, practical advice on how to best attract, engage and retain your talent? Drop me a line anytime and we can share ideas over a coffee: firstname.lastname@example.org