Every week, I review blogs that cover talent development to find the very best talent development posts. This week, you’ll find pointers to pieces about different kinds of employees, performance evaluations, technology-assisted learning, leadership capability portfolios, and developing women leaders. There are also pointers to two recent carnivals with talent development posts.
From Laura Schroeder: What’s In It for Bob?
“Growing up I believed that the key to succeeding in a man’s world was in depth knowledge about cars. I’m not sure why I believed this, since my father knew even less about cars than I did, but it felt like the world was passing me by while I languished in ignorance. That’s why in college I applied for a job at the local gas station, which was also a fully-staffed automotive repair station. The owner, Mike, loved the idea.”
Wally’s Comment: Laura Schroeder reflects on her brief, shining career as an auto mechanic to illuminate how recognition and rewards affect different workers.
From Lance Haun: Performance Evaluations? If People Are Cynical, You Have a Problem
“A friend was telling me a story about the performance review process at his company that I had to share. So, we are in the midst of our performance reviews and of course, everyone is cynical about them. One of our VP’s was actually open about it that 5’s (the top score) should never be given except in very, very extraordinary circumstances. And although not as clear, 1’s are never given as well. So the top score is essentially all 4’s and maybe one 5. Though that will be rounded down so that more people can get a moderate pay increase while the bottom is rounded up so they don’t lose anyone (we are still in a hiring freeze, even for replacements unless it is mission critical). What’s wrong with this picture? Can we start with “everythingâ€?”
Wally’s Comment: Nothing like grading on a curve to make a bad situation worse.
From Clive Shepherd: What will emerge from the mayhem?
“The Towards Maturity 2010 Benchmark Report has confirmed what you would have expected to come out of a severe recession in terms of e-learning. Here’s my interpretation.”
Wally’s Comment: Clive Shepherd reflects on the present and future of technology-assisted learning. The picture he paints is not a rosy one.
From J. Keith Dunbar: You Need a Leadership Capability Portfolio Manager
“So we know that the 2010 IBM Global CEO and CHRO studies identified that both groups believe that leadership and leadership development is important, but 2 of 3 CHROs didn’t think their organizations were effective at doing it. Let’s start to take a closer look at something that can help change that equation. Learning can be directed in one of three areas based upon the Unit of Analysis. This is typically focused on individuals or teams, but it can also be at the organizational level. The linkage to today’s blog is by taking this same approach in the management of the learning and in this case…focused on an organization’s leadership capability.”
Wally’s Comment: Once upon a time, a portfolio was just a case to carry loose papers. Since somewhere around the 1930’s the term has been used for a collection of investments and from there it has seeped into many fields. The benefit of a portfolio is that it helps you manage a number of different assets with one strategy.
From Lucy Marcus: Developing Women Leaders: Five factors that matter
“There are five universal factors that, no matter where people are, where they are from, or what sector they are in, make a real difference in encouraging young women to reach success.”
Wally’s Comment: Here’s a good overview. The individual points may not surprise you, but this post packs an awful lot of thought into a small space. When you read the post, pay special attention to number five.
Bonus: a Carnival Bonanza
Check out the most recent editions of The Leadership Development Carnival and the Carnival of HR for more posts you may find helpful and insightful.
