very 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 ensuring knowledge flow, reimagining HR, talent management 2.0, and four steps to better talent management.
From Harold Jarche: Ensuring knowledge flow through narration
“Can the training department, or learning & development, directly contribute to innovation, or are they merely bystanders? Enabling the narration of work is one area where they can help. When it comes down to it, much of learning is conversation. Organizational learning is no longer about courses, which are artifacts of a time when information was scarce and connections were few, because that era is over. Work narration already happens outside the organization, and it’s time to bring it inside.”
From Chip Luman: Reimagining HR: Why We Must Think Differently in 2013
“When interviewing candidates for a new Head of HR position at HireVue, I had a simple question for each applicant: If you could have a clean slate and start the talent acquisition process totally anew, what would you do? Surprisingly, the majority of candidates were unable to provide a good answer. Most just talked about doing things the old way, but using new tools.”
“Instead of engaging in the expensive and not-always-successful war for talent, this author suggests that organizations can develop an inexpensive approach that can achieve improved results by taking people as they are, rather than as we would like them to be. He calls the approach performance support, and readers will learn how to provide it in this article.”
From Chief Executive: Four Steps to Better Talent Management
“The Institute for Corporate Productivity (i4cp) periodically measures organizations at all performance levels, and finds in a recent critical issues survey that high-performance organizations are taking a more proactive approach to preparing their workforces for what’s to come. i4cp’s research on the performance management practices most strongly correlated to market performance shows that several are also important contributors to the organizational agility. For example, ongoing goal review and feedback provides opportunities to recognize new realities and shifting priorities and to make necessary adjustments in goals and methods. Developmental plans for each period ensure focus and progress on acquiring new skills and experiences. This creates a mindset of continuous learning and ongoing development, which are both critical enablers of individual agility and resilience. Goal setting for the upcoming timeframe ensures that individual goals change and adapt to major shifts in the business environment.”
