Friday, January 22, 2016

Talent Management Brief: See Through Talent from Different Angles III Jan. 2016

The “Future of CIO” Blog has reached 1.3+million page views with about #2500+ blog posting in 59+ different categories of leadership, management, strategy, digitalization, change/talent, etc. blog posting. The content richness is not for its own sake, but to convey the vision and share the wisdom, to inspire critical thinking and spur healthy debates.

People are always the most invaluable asset in businesses. “Hiring the right person for the right position at the right time,” is the mantra of many forward-thinking organizations. The question is how would you define the right people? How do you define wrong, average, mediocre, good, great or extraordinary person? Or put simply, for what should they be right? Traditional Performance Management focusing on measuring what an employee does (mainly being told to do) in a quantitative way is not sufficient to identify high performance or high potential, should we see through talent from different angles?


See Through Talent from Different Angles

  • Three Questions to Assess an Employee’s Brightness. The majority of us like brightness and fear darkness, because the brightness reminds us of the sunshine, love, and optimism. In our data-driven modern society, can we qualify and quantify brightness? When we compliment someone bright, does it more refer to physical healthiness, intellectual smartness, or spiritual maturity? Do extroverts look brighter than introverts because it seems they are more visible, talkative, more prone to action than contemplation, and generally show warm interest in their surroundings? What are the good questions to assess an employee’s brightness? And what kind of brightness can truly brighten our surrounding and even the world?
  • Three Questions to Assess an Employee’s Versatility? People are always the most invaluable asset or human capital in organizations. And businesses need to continue to develop their talented employees, unleash their potentials, build and amplify the collective human capabilities to compete not just for now, but for the future. The question is how can you identify their talent, versatility, to put the right people in the right positions at the right time, and how would you define the right people? How do you define wrong, average, mediocre, good, great or extraordinary person? Or to put simply, for what should they be right?


  • Three Questions to Assess a Person’s Flexibility Digital organizations today are hyperconnected and over-complex, with well mixed physical workplace and virtual team setting; multicultural, multi-generational, and multi-devicing workforce. The organization of the future is a business designed openly for anyone with ideas on how human organizations ought to be contrived in the face of the strategic imperatives of the 21st century. The work is not the place you go, but a live organization and an experiment lab you can connect the future dots. Thus, flexibility has emerged as one of the important characteristics of both digital leaders and professionals. But how to assess a person’s flexibility via questioning?


  • Three Questions to Assess a Person’s Discernment Organizations and society as a whole go deeper and deeper into digital dynamic with “VUCA” characteristics (Velocity, Uncertainty, Complexity, and Ambiguity), either being a digital leader or a digital professional today, it's more important than ever to have strong discernment and sound judgement to make effective decisions and bring wisdom to the workplace. Discernment means the ability to judge well. The verb ‘discern’ simply means to detect with the senses. So how to assess a person’s discernment via questioning?


  • Three Questions to Assess an Employee’s "Digital Fitness"? Digital workforce is multigenerational, multicultural, multitasking and multi-devicing; digital workplace is more flexible and productive, propelled by technology to affect where we work, how we work and at what time we choose to work. However, it doesn’t mean you are perfectly fit in because you can play the latest digital gadgets, or you are an active user at multiple social platforms. So how to assess an employee’s digital fitness via inquiries?
Blogging is not about writing, but about thinking and innovating the new ideas; it’s not just about WHAT to say, but about WHY to say, and HOW to say it. It reflects the color and shade of your thought patterns, and it indicates the peaks and curves of your thinking waves. Unlike pure entertainment, quality and professional content takes time for digesting, contemplation and engaging, and therefore, it takes the time to attract the "hungry minds" and the "deep souls." It’s the journey to amplify diverse voices and deepen digital footprints, and it's the way to harness your innovative spirit.
See through talent from different angles I Nov. 2015

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