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Viewing entries tagged Talent Management

“Pat, I’ll Buy an L for $200!”

As a manager, you have a team and are often tasked with hiring on a new individual to complement the team. You work with your HR department or a Recruitment Firm to ensure that you choose the right person that can complete the necessary job requirements and will fit into the culture of your existing team. You want a productive, strong relationship within your team that will last so that success can be built and reached!

You can't help being excited for the Canadian Athletes competing and achieving such success in Sochi.  Patriotism, acts of kindness, examples of hard work and dedication are all around.  Then, when we experience moments of surprise and see life altering defeat, those emotionally impacted moments pull a heart string or two – no matter who you are or where you’re located!

It's been some time since I've written about the importance of assisting your new leaders to integrate into your organization. This is so critical that if specific strategies are not employed, your new employee could fail within the first ninety days. That's because if they don't quickly gain the trust of employees and key stakeholders, it will be difficult to make changes and drive the business forward.

Five years ago, the Human Capital Institute collaborated with the large consulting firm Hewitt Human Capital Consulting and published the results of a comprehensive leadership survey entitled, the State of Talent Management, Today's Challenges, Tomorrow's Opportunities. The study revealed five looming workforce challenges, including the attraction and retention of skilled professionals, developing manager capability, retaining high performers, developing succession pool depth and addressing management and leadership talent.

When employers hear the term risk management, they more than likely think about identifying, assessing and prioritizing areas of financial risk arising out of such things as a business acquisition, major purchases, equipment failure and/or the crash of a major information technology support system.

Have you ever wondered what CEOs really want? What does a CEO expect from his/her organization, its senior team and the individual players? Generally it can be summed up in two words: creative alignment.

Over the next 10 years, 200,000 small business owners in Canada alone will turn 65 and want to retire. This number does not include their employees, mid to large businesses, corporations and public organizations. When you add all of those together this clearly becomes a critical issue with major impacts and ramifications.

As our workforce changes and becomes more diverse, the general thinking on talent and people resources is changing as well. While senior employees and managers are still essential to organizational success, there is now wide-spread recognition that improved performance depends on the acquisition, development, engagement and deployment of new talent.

There is an old saying that the higher the level of success a candidate achieves in their career, the more difficult it is for organizations to thoroughly assess their skills. Why is that? The answer is this: by the time a manager rises to a senior executive position, they are typically very good communicators. Good communicators are skilled at telling a stories, selling themselves and, on occasion, embellishing their skills. It’s just what they do.

It is certainly no surprise to me that 75% of all CEOs who leave an organization are dismissed as part of disciplinary action related to financial performance. Nor is it a surprise that the appointment and/or loss of a CEO can move the market value of a company up or down in a split second. And, finally, it isn’t a surprise to me that the trend to hire new CEOs from outside an organization has grown over the past number of years.
We take so much for granted today; for instance, we simply assume that our diverse work world is as it has always been.
There are three issues in the recruitment marketplace that are moving us closer and closer to a perfect storm with respect to being able to ensure a fully staffed organization. They are:

I was recently looking at a photo of a gentleman who was celebrating a large catch at an ice fishing derby.  And I mean large!  It was definitely a successful trip. But it also made me think how often people in organizations compare recruitment and executive search to fishing.
Have you ever thought about how perceptions mean everything?
As published in the Winnipeg Sun.
As published in the Winnipeg Sun.
As published in the Winnipeg Sun.
As published in the Winnipeg Sun.
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