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Best Practices To Use To Effectively Develop Talent

1 year ago by in Business, Human Resource Tagged: , , , , ,

Managers need to surround themselves with talented individuals to whom they can delegate tasks so they can spend more time thinking strategically.

There are several best practices to use to effectively develop talent:

* Differentiate Between Talent and Skill. Talent is the inclination to do something, while skill is the ability to do it — the two are not always synonymous. Sometimes, for example, the best fit for an employee is not the role for which they were hired. Even if employees are in suitable positions, cross training is essential for professional growth.

* Harness the Talent. Cohesive teams perform best. Managers should give more than just lip service to teamwork. They should give their teams responsibility and authority, and then monitor the results and provide positive reinforcement.

* Provide Leadership for the Team. Managers must set by example, guiding their teams in the right direction. They should take mistakes and turn them into leadership examples. Above all, they must make it clear that leadership matters.

* Take a Leap of Faith. Management is a job for which there is no real preparation. Even MBA programs spend more time on analytics than human dynamics. As managers step into their supervisory roles, they should make a habit of speaking up, take the department’s temperature before making sweeping changes, and create a learning process.

* Humanize Supervision. Management is not just about telling people what to do, and managers need the support of everyone on the team to achieve their goals. New managers must introduce themselves. They must address the negatives, invite everyone to participate, prove that they value people, maintain a focus on the big picture, and demonstrate good cheer.

* Enable Others to Lead. The best way to nurture a team environment is for managers to step aside after they help set the team’s direction. This will develop team members’ leadership capacity and allow the manager time to reflect and plan ahead instead of just putting out fires.

* Know That Time May Not Be on Your Side. Sometimes during a crisis managers have to jump in and take control. But even then, they can continue to try to focus on pulling together to accomplish a common goal.

Associated with Training industry/ function from the start of my professional career. Have specialised in the areas of Creating and Selling Performance Enhancement Solutions to public sector, govt and multinational clients. Have manages strategic clients for my organisation and have proven record of business development, customer relationship management and cost management. Pioneered the concept of sales process outsourcing and helped major organisations achieve success through effective implementation of the model. Trained on instructional design capabilities to create adult learner centric content and training programs.


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