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 agile learning, how big data is influencing recruiting, rethinking the workplace, creating your own succession plan, and three cutting edge talent management practices from Silicon Valley.
From Stephen J. Gill: Agile Learner; Agile Leader
“It appears that there are at least three definitions of learning agility being used in the field. Each is worth considering. One has to do with openness to experience, another has to do with adaptability to change, and a third has to do with the range of methods one uses to acquire new information and abilities.”
From the NY Times: How Big Data Is Playing Recruiter for Specialized Workers
“In industries where good talent can be hard to find, companies are using algorithms to scour the Web for recruits, and in the process, they are challenging some traditional notions of hiring.”
From SmartBlog on Leadership: Talent acquisition requires a rethink of the workplace
“Panelists at “The Global Competition for Talent†argued that, regardless of country or industry, much of the old thinking and regulation about hiring, developing and promoting talent should change — and already is.”
From Dan McCarthy: Is it Time to Create your own Succession Plan?
“If you’re in a senior leadership role in a large organization, there’s a good chance there is a succession plan for your position in case you get promoted, win the lottery, get hit by a bus, leave to take a position at another company, or need to be replaced for poor performance. In smart companies, an orderly replacement of high level, critical positions is considered to be strategically important to the continued success of the company. A failure to proactively plan for succession is the same as failing to safeguard the financial assets of an organization.”
From Dr. John Sullivan: 3 Cutting Edge Talent Management Practices From Silicon Valley
“The three Silicon Valley practices that I am highlighting probably won’t require immediate action at your firm simply because they are so bold and outrageous that conservative talent managers will not even consider them”
