I confess that I have a problem with using the word “talent” to mean “the people we want.” I’m old fashioned that way. For me “talent” is what the Merriam-Webster dictionary lists as the primary meaning: “a special ability that allows someone to do something well.”
That’s how I was thinking of talent when I saw a new Nike ad (I guess) that’s a poem (sort of) tribute to LeBron James. The tagline is: “Talent is given, greatness is earned.”
Here’s a better version for talent development. Talent is given, mastery is developed.
That’s our job and it’s quite an honor. Human beings are amazing. Even the rawest of raw recruits shows up for work with an amazing array of talents. Then the fun should begin.
Our job is to help people discover who they are and what they’re good at. That’s the basis for the rest of the process.
Our job is to help them develop their talent. That’s a combination of developmental assignments, on the job learning, training, and resources for self-guided learning.
Our job is to help them adapt to changing challenges. Every promotion or new assignment offers new challenges. The transition period is stressful, but it’s also an opportunity for great growth.
If we do our job right, people (even if you call them “talent”) can have long, successful, and fulfilling careers.
Thanks
Part of the inspiration for this post came from Julie Winkle Giulioni, co-author with Beverly Kaye, of Help Them Grow or Watch Them Go.
This is so right-on, Wally. The way the word ‘talent’ has been used in the workplace has grated on me for years… and now I understand why. Leaders can help others leverage their talents toward learning, mastery, performance, etc… but how arrogant to think that we we can ‘develop’ someone else’s unique gifts. Thanks for unraveling this… it has powerful implications for individuals and organizations!