Many of us like the talent
management mantra, “hire character, train for skills,” it indicates how
important to get the “raw talent” or the right attitude; the complementary say
could be “hire mindset, train for knowledge, “, if character comes through one’s
heart and gut to be who you are, then mind shapes your professional persona,
are you forward thinking or backward looking? Are you open minded or
conservative in the heart; Are you intellectually curious or fundamentally pragmatic? Do you enjoy
the change or prefer stability? And so on.
The right mindset is more critical than ever due to the accelerating
changes. The right mind drives good
attitude. Time and time again attitude trumps static knowledge, and raw intelligence trumps skills. We can train for skills when you have the right
mind and positive attitude and raw intellect to absorb the technical material.
When a person relies on their technical skills alone they most likely will get
the job done, but no passion to grow and no attitude to take extra miles.
One’s thinking capability and styles may well decide which
position they may fit in. The formal
education can teach you certain level of knowledge, but it cannot teach you how
to think. The experience can make you be fluent in mostly linear skills, but without
thinking capacity, you can not further sharpen the synthetic capability to jump start to the new horizons.
Hiring mindset means to discover the very talent who can
"figure it out." The right mind is the foundation to
build competitive capabilities and drive the right attitude. That flies in the face of "hiring just for skills." Consider the
position and environment you are hiring for. For example, if the role requires
judgment, temperament, skills to persuade a larger group, understanding global social capital, managing diverse
interests etc, filling it with a more systems thinking, complexity thinking and empathetic thinking type is the right approach.
Talent, emotional intelligence, empathy, and passion are things that
cannot be taught, they are part of the mindset; and you have to sharpen on your own based on the
authenticity. The talent managers themselves are better practicing the reflective
thinking and critical thinking, continue to ask: Does the value added skills that you see in the
individual meet what you are looking for? Is there a cultural match? Or at
senior leadership level, are you hiring a change agent or a transactional
manager. We can train the technical skills that are needed for our specific
needs, but we can't always train for a match in the team work skills or the
enthusiasm to learn and the individual’s ability to strive to be the best at
what they do
Passion, creativity, motivation and
capability etc are all based on mindset, it can be sharpened, but cannot be
taught, you just have to figure it out. And it is crucial to build dynamic talent
capability portfolio, not just the linear skill set, digital organizations shall
more proactively hire the right mind, and grow their talent to unleash both
individual and business potential in continuum.
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