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Smart Investments in Talent
Instead of developing your talent equally across the board, you must recognize that certain jobs and tasks are pivotal.
This topic goes beyond your organization’s HR strategy. It’s about how well your entire organization connects decisions about talent to its strategic interests. Talent decisions lie not so much with HR as with executives, managers, and supervisors. They make decisions about who to hire, what skills to develop, what results to reward, and generally where to invest time and money in improving talent.
This topic provides you with opportunities to determine unique ways to nurture talentship within your organization and not just mimic what has worked for others.
Today’s topic will provide you with an opportunity to:
- Appreciate that the best place to invest in talent is sometimes non-intuitive.
- Learn methods for determining where an investment in talent will yield the highest return.
Here's How it Works
Each CoachingOurselves topic is used by a team of 4-6 managers to guide a 90 minute discussion. Working through the topic one page at a time, the team reflects on their own experiences guided by the content, questions and exercises. There is no pre-work and no laptops, and the meetings are held anywhere managers normally hold work meetings.
"Experience is not enough. People may learn little from their experience unless they have a means for classifying and analyzing it" - Saul Alinsky
The management team begins by using a first topic with the support of a facilitator. They continue with or without the facilitator for the next 4-6 topics, bi-weekly or monthly, followed by a questionnaire to evaluate results and integrate learning. CoachingOurselves is used standalone, or included in broader initiatives to implement balanced 70-20-10 management learning programs.