Talent Management is very serious stuff; when managers and HR discuss talent they always have their extra serious faces on. They are, after all, considering the future of both individuals and the organisation as a whole, so it is worth taking seriously. They pour over work based information and high potential assessment reports (way too many of which are on-line self assessments, but that’s a story for another time) and try to draw conclusions about who is and is not talent.
There is a fun, fascinating and incredibly rewarding side to talent management, it is the reason I work in talent management. Talent management is all about unlocking the potential of people and as a result their organisation. Only a very small minority of employees have nothing more to offer. The trick to the best talent management is how to work with employees to find out what their talent is and how best to grow and leverage it. Talent management is about “win win” relationships between employers and employees.
Talent Management is viewed too simply; it is not about who is good, i.e. high potential and who is not. Neither is it about simply viewing talent against role seniority.
Talent management is about employees understanding their preferences and motivations (something on line self assessments are excellent for) as well as their strengths and weaknesses (no one is perfect). This information is then used to inform the relationship between employer and employee so both can progress in a mutually beneficial direction. This may mean, for example, they consider moving sideways rather than up or becoming a technical expert rather than a general manager. At times, it may also mean employees realise it is time to move on to a new organisation. Some may consider this a risk but it is far better for an employer and employee relationship to end through talent management than performance management.
Talent management is fun, interesting and exciting because it is about unlocking potential and creating a mutually beneficial relationship for all.