10 Talent Management Trends for 2011
Posted: 01/07/2011 12:00:00 AM EST | 3
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The dawn of a new year enables organizations to establish a new talent management strategy as well as a new sense of urgency. As executives of large and small organizations begin to set their agenda, now is the time to look ahead at the trends that will drive business in 2011.
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Contributor:
Drew Stevens, PhD. |
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Don't Hold Back on Negative Feedback -
Nordic HR: Finding and Managing Talent -
6 Keys to Being Supercompetent -
Talent Management as a Sustainable Advantage -
Five Critical Ingredients to a Successful Employee Wellness Program -
HR & Collaboration: Strategies and Execution -
The Self-Insured Employee Benefit Plan as a Foundation for Risk/Population Health Management -
Business Collaboration: Innovating Together -
Big Training Challenge: Finding High Pay-Off Training Projects -
Compensation and Rewards in a Recovering Economy
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This is a very interesting set of points and has some universal appeal. My sense is that many of these scenarios will be complicated by how we deal with the particular pressures facing middle managers. They have long been the overlooked group in leadership programs, and yet they are expected to step up for future roles. The impact of the GFC will have changed the career aspirations of many middle managers and I suspect that unless we deal with that group as a 'special case' we will face a far greater talent problem in the next 5 years.
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One of the tips I always give my clients (also in my book The New Time Management Secrets) is to keep two running lists every day: list 1- important things that need some focus and time (a project, an article, a research). List 2 - urgent, quick, things to do (responding to emails, checking something on the internet). Then working WITH (not against) your attention span - when your attention span is at its highest and best, work on an item in list 1, when you get distracted, go to list 2 and tick off some of those. Stefania Lucchetti, Author and Speaker (www.stefanialucchetti.com)
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Great list to consider. I particularly like the point about succession planning. Recently, our company conducted a survey of almost 600 CEOs and business owners. I was surprised to learn that only 19% had a written succession plan in place. Of those, only half thought it was current! This is indeed a real need, and your point about not developing leaders will come home to roost if we don't do something about it. I am passionate about developing leaders, so how ever I can help, just call on me or visit us at www.blissassociates.com.
Bill Bliss, Author, Speaker and Executive Coach
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