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 on why top talent (and pretty much everyone else) leaves, succession planning, learning to recruit, opportunities for talent development, and the case for growing your own leaders.
From Erika Andersen via Forbes: Why Top Talent Leaves: Top 10 Reasons Boiled Down to 1
“Top talent leave an organization when they’re badly managed and the organization is confusing and uninspiring.”
From Ron Thomas via TLNT: Passing the Baton: What’s So Hard About Succession Planning?
“Now I ask you, what is so hard about that? Imagine for a minute that in every organization, every new hire was looked at as a potential replacement. You would build a garden rich in talent. You would be dubbed a talent factory, and all of this because every hire was looked at through the filter of succession.”
From Laurie Ruettimann via TLNT: Yes, There Are No Shortcuts in Learning How to Recruit
“I learned how to recruit the old fashioned way: someone handed me a pile of applications at the candy company and said, ‘Find someone for third shift.’ GThat’s how I learned almost everything in my life, by the way. I figured it out.”
“I am imagining a world where those “new thinking†HR professionals that see TALENT as the strategic imperative for their function recognize that their value will now be viewed in terms of the degree to which HR infuses talent development and management into every aspect of the operation of the business day to day. Every moment becomes a teaching moment and every manager has the motivation, tools and knowledge to see the action in front of them this way.”
From Ron Ashkenas: The Case for Growing Your Own Senior Leaders
“Though most companies conduct some sort of succession planning process, few executives feel that they have adequate bench strength. As a result, according to a 2009 study, only a little more than 60% of first level managerial positions and 52% of senior positions are hired from within. Obviously this is just one study and numbers may have improved in the past couple of years, but even if they are off by 10%, the results are still disturbing, for two reasons”
