What does talent mean? Is it something that you innately have, or is it something you can cultivate? Identifying talented individuals within a company is important because organizations need them to face everyday business challenges and remain competitive.
For example, a manager of a Soccer team has to revise his starting lineup section. The old section is losing games. It’s not the managers fault, not completely, but he has to find a solution. He faces two choices: “He can buy an outstandingly talented striker, a team player who can make the difference” or “he can buy a couple of good players as midfielders”.
He has also a third choice, that he may not see: he could change the way he looks at the 11 players he already has.
Here is a scenario that Companies are facing today: When something is going wrong, companies of posit that while they are not in crisis, they have to grow fast. Organizations no matter if they are big or small need talented employees.
Detecting talented personnel is very important because the parts of a team equal the whole and when a company has talented employees, that company characteristically achieves suburb results. If you don’t know who or what you are looking for, you won’t be able to discover talented people in anyway.
A talented person is an exceptional individual, the one that can really make the difference. They emerge not because they can perform better than others, but rather because they have remarkable communication and interpersonal skills.
So, how do you manage this potential? You are required to build an environment around them to let talented people perform according their qualities. Otherwise, they will be a wasted talent, and a missed opportunity. You have to plan a rewarding program for a talented pool or they will leave your Organization as soon as the market presents the right opportunities.
Are you ready as an Organization to bring on board these top talents?
In the epithet of the Soccer club manager, if you want a ‘Special One’ you can only have just one, and you will reserve for this player a place in the spotlight to allow him or her to play with other teammates at their best, so that they can score as many goals as they can and become a top player. If this doesn’t happen, they will start conversations with other clubs, and their talent will not emerge.
However, a good manager should be able to discover silent and underestimated talent in the team. The kind of modest players, without making any noise, are able to change the game and become useful when needed. People normally do what they are supposed to do in the best way that they can, but if you ask them, they’ll probably tell you they can do more!
These players can cover many positions and can play as a forward, even if you are sure they are “just” a midfielder. For the people already on board you don’t have to build a special environment or a particular rewarding system. You just have to recognize these skills and give them a rewarding challenge.
While you are carrying on your talent management system, you can start launching a new talk, perhaps a digital talk, to discover the taciturn talents, listen to the ideas they have for you, and let them grow within the company community.
Back to the Soccer team manager maxim: At the end of a long day talking with the 4 best players the manager has in the team, the old manager reached a decision that has changed his life.
Which option do you think he picked? Choose an answer below…
Answer: At the end the manager left the team.
11 wonderful players that in the past season have reached 2nd place are talents. The manager recognized his own point of view, and his mistakes based on one single lineup. That was the first problem because he did not try other teams. In the end he freed up a place for the Club to approach another winning strategy.
Valentina Piccioli, Docebo’s E-Learning Analyst, helped and supported many of the Docebo’s customers about E-Learning and Cloud-based Solutions deployment, leveraging cutting-edge technologies to build integrated Learning Environments.