Smart managers focus on talent, starting with the hire and continuing through support, skills development and helping them find a career path, writes Bev Kaye, who buckets these ideas into three main areas. “They also link their people to other feedback providers, coaches, mentors, colleagues and leaders up the ladder,” she writes.
Lead Change is a leadership media destination with a unique editorial focus on driving change within organizations, teams, and individuals. Lead Change, a division of Weaving Influence, publishes twice monthly with SmartBrief. Today’s post is by Bev Kaye.
Never before have companies relied so heavily on their human assets for their competitive advantage. You need your best people to stay, regardless of economic ups and downs. By stay, we mean that your talented people have not just checked in but are tuned in and turned on, as well. They are engaged in the business of the business.
Successful talent-focused leaders select great people who fit well with the organization’s culture, mission, and values. They also ensure that people they select possess the leadership attributes, competencies, skills and personal traits needed to succeed in the position. Selecting the “right” person for the job, one who fits with the organization and the position, increases the likelihood they will stay longer.Here are three essentials for keeping your best people.
1. Support learning and growth
Once they have hired the right people, talent-focused managers look for ways to continuously grow and develop their people’s talent. They help them identify multiple career options and identify opportunities for moving laterally and vertically. They look for ways to enrich and enliven their work. They make every effort to increase the time people spend doing work they love. They also link their people to other feedback providers, coaches, mentors, colleagues and leaders up the ladder.