Cultures are evolving. Economies are booming. Markets are
accelerating. Information is flowing. Technology is innovating –
LIFE is changing. Yet, organizations are struggling. They have ‘it’ but don’t know how to put ‘it’ to use. This is their talent pool.
Times have surely changed. Decades back, the Finance team would be responsible for people & thingsprogressed. Then came the Admin department to look after people followed byPersonnel and then, finally the Human Resource Department. Today, we have Talent Departments. This is no longer only a management term or fad.
However, just like putting a Suzuki in a Rolls Royce Showroom does not increase the value of Suzuki; similarly calling managers, coaches and facilitators does not make them such. Just saying or calling your people talented won’t make them talented. This is a mindset. Truly believe you have talented people and then move on. Else keepcalling your people HR or like I sometimes recommend (not recommended if you respect people): Zombies. Not because people are like that but management treats them like bodies that are paid to do their bit and move on. ‘Merely a cog in the wheel‘. This is what misaligns and hampers the growth of a business.
Having and managing talent is important. Here are three points for reflection
1) Ask: ‘What do I get from business institutes: MBAs! (Masters in Business Administration or Masters in Bad Atittude)’
Hire the right people! Jim Collins beautifully highlights in his book ‘Good to Great’ by using the phrase ‘Right People on the Bus’. Hiring new people must be the most important and delicate decision for businesses. Good education is critical. It brings finesse to an individual. But it is also possible that it brings arrogance. Generally (not always) high flying ‘students’ are a victim of this. They may develop the tendency of ‘know it all’ and from then on talent starts dying and bad attitude starts winning.
The fact is that truly ‘talented people’ are enterprenurial in nature. They may not be high flyers in their academics, but they are clear in terms of what they want and how others fitinto their ambition. Personally (this may be a biased opinion) educational institutes fail to provide corporate sector what they need). Amazing MBA programs provide strategist, but not goodimplementers, IQ high but EQ low, confident but not courageous, knowledgeable but not wise.
Wisdom in a nutshell: Hire Right!
2) Redesign – do not reengineer!
In order to compete, succeed, and prosper, large organizations need to look at the entrepreneurial model of small companies for guidance and direction. Why? Because the entrepreneurial model is based on small business units in which everyone is a contributing participant and everyone thinks like an owner. When large organizations embrace this concept and break into smaller groups, they increase their ability to mobilize quickly, slash response time, cut through layers of bureaucracy, and ultimately drive down costs. Small, organized work units allow for greater risk-taking and promote creativity, allowing everyone to actively participate in the risk and reward dynamic. They have systems, but they promote empowerment. Number of layers do not need to increase but responsibility can be shared
Talented people cannot fit into every company. Management needs to provide space for them to practicetheir entrepreneurial skills. Give your business as a challenge to talent. They need to be given opportunities where they can prove themselves. Conventional induction period or as they are now known ‘Management Trainee’ programs may not be sufficient.
Wisdom in a nutshell: Give birth to an ‘Intrepreneurial’ organization
3) Vision everyone may not remember – but feel it emotionally
If you are in the office look around yourself. Do you see your company’s vision statement, mission statement, purpose statement, credo, quality policy, values, guiding principle, corporate philosophy, or anything that tries to define what your company is all about? Now ask yourself: What does it truly mean in practice? How many people would feel for it? How many people understand it? How many people care for it? How many people agree to it? See what I mean!?!
Who said these fancy documentedwords, often branded beautifully were there just for ISO 9000 auditors? Whosays it is a future state? Who said you have to use corporate lingo like customer care, social responsibility, empowered employees, respect for all, or even safety – this is most interesting) at some offices people force safety on an employee who travels to work in a local bus that hardly meets in safety standards – classic example of Sub conscious Hypocrisy. Anyways.!…
Talented people can sense this very obviously. Your vision needs to be personally fascinating to the imagination of talent. It is the organizations job to first discover personal aspirations and then link it to their organizational purpose. Most talentedpeople loose their spark, their shine, their success when they cannot see afit.
Wisdom in a Nutshell: Align purpose to people.
About the Author: Farhad Karamally, an international management consultant, is CEO of Navitus. His rich experienceincludes workshops and training programs for local and multinational companies in Pakistan and abroad on various topics. He specializes in Leadership, Team working, & Visioneering/Alignment exercises. Farhad is a highly energizing conference speaker, igniting the desire in participants to succeed through self motivation and passion.