Talent Management should be more like a Speed Bag.
Posted by Amy Wilson on November 18, 2008
You may recall that I recently took up boxing. True, the very first thing they had me do was jump rope. But, in that same session, I was also introduced to the speed bag. I was terrible, ridiculously terrible. At the same time, it was fun and rewarding. I improved exponentially just by a little practice and when I hit that bag, I actually felt like I was boxing! It gave me gratification before all the hard work that was to come.
So, that’s it. I realized that for years now, we have been talking about talent management in the context of delayed gratification. Eat your broccoli and then get your dessert. Create your job competency model, then standardize your performance process, connect all of your talent-related silos, and then maybe, just maybe you can start doing strategic things like succession planning and workforce planning. Gulp. Doesn’t that sound great? No wonder every company is stuck at the beginning. It’s hard and the reward is nowhere in sight.
So, how about if we start at the end, instead? Let’s have some of that dessert first to justify the need for broccoli. Let’s punch the crap out of that speed bag to inspire us to jump rope, do sit-ups, and wince as we pound our fists into a punching bag. Let’s make it easy and rewarding to look at talent strategically – to look at where we need people, where people are, where they should go, and so on. Let’s make it easy first. Then, let’s get started on the hard stuff. How can we improve the quality of the data? How can we automate the sourcing and integrating of that data? How can we do even better at strategic talent management?
Forget what your parents taught you … it’s all about instant gratification, folks!