Sunday, June 5, 2016

Talent Management Monthly Brief: See Through Talent from Different Angles XII June 2016

Digital contemporary professionals are perceived as modern, open-minded, informative, creative, and changeable to adapt to the digital new normal.

People are always the most invaluable asset in businesses. “Hiring the right person to 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 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 XII

  • Three Questions to Assess a Person’s Contemporary Digital Fit? Contemporary means “living or occurring at the same time” in the dictionary. To add the digital theme of the word, digital contemporary goes beyond describing the art or artist, digital contemporary professionals are perceived as modern, open-minded, informative, creative, and changeable to adapt to the digital new normal. They “think digitally,” contrary to analog thinking; they live digitally, not just because they use the latest fancy gadgets or wear the fashionable dresses, more because they are equipped with digital mindset, have the ability to adapt to changes or weather changes, and they have unique and impressive digital footprint to build their contemporary digital persona and capability portfolio cohesively and continually. Therefore, digital contemporary is less on style, more based on strength. You have to dig beyond the surface. Which questions should you ask to assess a person’s contemporary digital fit?


  • Three Questions to Assess a Person’s Experience Regardless whatever we are today, our knowledge and capabilities are on account of our cumulative experience to become part of “who we are.” These experience got created consciously and subconsciously, some are positive, and some are negative; some are direct, some are indirect, some help us grow, and some are undesirable; some are building blocks and some are roadblocks. Which questions should you ask to assess a person's experience?
  • Three Questions to Assess a Person’s Passion People are passionate about different things. We are all different. Where is your passion flowing toward perhaps makes the best clue for discovering "who you are." Are you passionate to be a leader in a certain domain? Are you passionate about learning the new knowledge and skills? It takes passion to fuel energy and overcome obstacles in reaching new height; it takes passion to learn, grow, fail forward or start over. Does passion come from the heart of mind, how to assess a person’s passion, though?

  • Three Questions to Assess a Person’s EGO: Ego is an interesting world with both positive and negative meanings. Different dictionaries give synonyms such as “self-esteem,” “'self-importance,” “self-worth.” “self-respect,” “self-conceit,” “self-image,” “self-confidence.” It is often defined as the 'conscious mind' or 'self,’ especially as distinct from the world and other selves.' Ego can be both healthy or toxic, which questions should you ask to assess a person's "EGO"?

  • Three Questions to Assess a Person’s Culture Wisdom: The definition of culture is “the mindsets, attitudes, feelings, values and behaviors that characterize and inform a group and its member.”  There are organizational culture, community culture, societal culture, etc. From a business perspective, culture is the way how we think and do things around here. Culture wisdom is the type of intelligence for tolerance of ambiguity, and a set of capabilities such as learning agility, cultural flexibility, empathetic communication, complexity handling. Etc. Which questions should you ask to assess a person’s culture wisdom?

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