Every week, I review blogs and other publications that cover talent development to find the very best talent development posts. This week, you’ll find pointers to pieces about assessing an individual development plan, hiring using Facebook, clearing talent development roadblocks, and making time for growth opportunities.
“I’ve written about how to write a great individual development plan (IDP) – it’s my all-time most popular post, with over 300,000 hits. So what’s the difference between a “great” IDP and one that’s destined to sit on a shelf and gather dust? Here’s a checklist I’ve used to evaluate the quality of a leader’s individual development plan. Use it to evaluate your own plan or to coach others.”
“Job applicants who over-share on Facebook, even on topics that may seem inappropriate, may be precisely the kind of candidates many companies want, according to a new study.”
“Most managers know how to manage and coach individual B players, solid performers unlikely to rise within the organization. However, dealing with a team composed of all B players is one of the most problematic tasks a manager can face. The challenges stem from the fact that B players are blocking key developmental positions, that is, those most useful in developing the skills and experience of a successor or other upwardly-mobile staff.”
“Your job probably includes some responsibility for researching new trends or dreaming up innovative ideas. Lucky you! Alas, if you’re like most people, you probably never feel like you have enough time to devote to those important projects. Often the activities with the most learning opportunity get squeezed out of the schedule by project meetings, administrative work, e-mail, and other day-to-day items. Of course you need to set aside some time to simply do those tasks. But if you think more strategically about the way you tackle the creative growth assignments, you can find the time to work on them and increase your personal fulfillment — as well as your value to your firm.”
Wally’s Comment: This blog post is aimed at individuals, but it also presents a model that managers can use to accelerate the development of people they coach.
“Last week SHRM hosted more than 15,000 members in Chicago, and The SHRMStore offered more than 900 items to choose from. Here are the top 10 best-sellers.”