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 recruiting, management coaching, development goals, and high potentials.
From Industry Week: Workforce: The Recruiting Challenge
“In the battle for top talent, Shaw Industries continually refines its message as an employer of choice.”
From Steve Roesler: Coaching Builds Commitment
“Did you know that the majority of employees today expect their managers to coach them? At the same time, managers are concerned that they won’t have all the answers. That’s understandable, given the human condition’s need for a sense of control and, in a manager’s case, the appearance of expertise.”
From Dan McCarthy: Is that Development Goal Really Worth it?
“One way to increase the chances of changing behavior is to ask yourself or others that you are coaching a few ‘return on investment’ (ROI) questions before a development goal and actions are committed to. Taking the time to consider the implications of changing – or not changing – will help create the internal motivation, ownership, and commitment to change.”
From Derek Murphy: High Potentials: You Need to Feed Your Stars or Kiss Them Goodbye
“Let’s first talk about in plain, simple terms what it means to be a high-potential, or HiPo. Generally speaking, high-potentials are employees who can develop into leaders, rather than those who just do the job. Research by the Harvard Business Review shows high potentials represent the top 3 to 5% percent of a company’s talent.”
