Comments on: Building Applications That Help Grow Strong Leaders

By: Moneyball in Cricket « TalentedApps

Moneyball in Cricket « TalentedApps — Thu, 12 Jun 2008 22:57:33 +0000

[...] don’t have the option of getting new talent, but we have to work with existing talent and identify and develop the necessary skillset to meet our [...]

By: Dave Polacheck

Dave Polacheck — Sun, 04 May 2008 03:17:54 +0000

Thanks for the inherent challenge in your post. Assessing talent and identifying potential are critical but static steps. Moving an organization (or individual career) forward requires active development with clear results. Reminds me that I’ve got a lot of work to do!

Also, I couldn’t agree more that “no software application by itself will ever find the leaders in your organization”. All of the data we capture in these processes is just that. I’ve yet to see healthy career/organizational choices made based on the data alone. There is always a context and it is through open dialog that the context is flushed out. It is also through dialog with Manager A about Employee B’s career that Manager A can be enlightened and challenged to be a stronger leader (or worst case Manager A’s limitations can be better understood). To me the complex analysis we do as an output of assessment activities is not an end in and of itself; it serves as a backdrop for a rich and thoughtful dialog which can yield significant results.

Regards,
Dave Polacheck

By: Dan McCarthy

Dan McCarthy — Thu, 01 May 2008 23:24:23 +0000

Ken -
I too heard great things about the Bersin conference. It looks like the gap between the software applications and talent management needs is closing. I’m optimistic.

By: Ken Klaus

Ken Klaus — Wed, 30 Apr 2008 23:50:12 +0000

Mark:

Thanks so much for your comment. We’re big fans of The Fred Factor, so it’s exciting for us to have you join the conversation here on TalentedApps.

Ken

By: Meg Bear

Meg Bear — Wed, 30 Apr 2008 20:58:56 +0000

@William: at the risk of stating the obvious, I think this is part of the maturity curve of application suites. Right now, Talent is still very fragmented with a lot of departmental sales. Good for building awareness of the space, but not so great for achieving top line (C-suite) value. I believe that this will [is] change[ing] and I think that as this changes more C-level participation will come.

Good to have people like you join in the dialogue.

By: J. William Tincup

J. William Tincup — Wed, 30 Apr 2008 02:14:43 +0000

Ken

Great post - thanks for sharing. I heard the event was phenomenal - I’m totally jealous that I couldn’t attend.

Your post reminded me of what we learned about salesforce automation (SFA) implementations a few years back. Those that had 110% buy in from the C-suite succeeded and those that didn’t - somehow, mysteriously, failed. I mean - salespeople generally hate SFAs - hate. But when the C-suite made it a priority - they get in line. Shocking…

So, maybe in time, the same will be said for talent management suites. Maybe adoption HAS to start at the top. Interesting to me as that would surely change how we sell and market said suites.

Best,

William

J. William Tincup
Starr Tincup
starrtincup.com || jpie.com

By: Mark Sanborn

Mark Sanborn — Tue, 29 Apr 2008 15:15:41 +0000

Thanks for including my quote and mentioning my book. We need more leaders, not more titles, at every level in our organizations and communities. Keep up the great work.