The right people have the right mindset, the right set of capabilities, and the right attitude to think differently and do things in the better way.
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 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 a Person’s Vision Vision is about having a positive outlook on the future that is not predicated on the past or present. The vision needs to be a good metaphor - 'the guiding light,' so that people can see themselves and their work reflected in it. It is through identifying the "destination" for all, charting the route for all from their own respective positions toward the destination, and then guiding along the way when some for a time deviate or supporting the ones who are lagging behind. There is also a passionate connection to a vision. When a vision is realized, people live with change. Which questions should you ask to assess a person’s vision?
- Three Questions to Assess a Person’s Professional Uniqueness The digital dynamic continues to evolve with increasing speed of change and rapid integration of the business across the globe. Talent Management is throwing fresh challenges and calls for radical change to be embraced as well. If the talent philosophy in the industrial age is about setting the cookie-cutting standard to find human resource filling the square hole, keep the business wheel spinning; and then, in the Digital Age, with increasing speed of change and continuous disruption, innovation is not just “nice to have,” but “must have” business capability, how would you discover the right people with creative talent? How do you define wrong, average, mediocre, good, great or extraordinary person? Or put simply, for what should they be right? Which questions shall you ask to discover a person’s professional uniqueness in order to assess his/her creativity potential?
- Three Questions to Assess a Person’s Positive Thinking & Attitude: Positive Thinking evokes betterment and leads to the brighter future. What is Positive Thinking? It’s an idealistic realism, also the cautious optimism. It’s the value thinking and strategic thinking; it helps you conquer the current barriers in order to embrace the brighter future; it creates the energy and synergy in pursuit of the long-term vision and growth. What are great questions to assess a person’s “positive thinking & attitude”?
- Three Questions to Assess a Person’s Time Management Skill We are experiencing unprecedented digital convenience - information only clicks away, there are omnipresent technologies, multi-channel communication, and seamless shopping experiences. Perhaps we also face the digital dilemma, shall you always keep the hands busy, or keep your mind full? Do you always keep “busyness” or continue improving? It seems that there is never enough time in the day. But, since we all get the same 24 hours per day, why is it that some people achieve so much more with their time than others? The answer lies in good "TIME MANAGEMENT." So what are good questions to assess a person’s Time Management skill?
Three Questions to Assess a Person’s Persuasiveness Skill? There are different languages for leadership and business communication, one of which is "persuasion," the capability of a person or argument to convince someone to accept a desired way of thinking. It becomes an important skill because today’s workforce is multi-generational, multicultural, people bring up different viewpoint to the table which is great, but in order to make an agreement with certain important issues and move things forward, being persuasive is crucial to solving problems and driving innovation more frictionlessly and harmonically. What’re the good questions to assess a person’s “persuasiveness” skill?
The “Future of CIO” Blog has reached 1.3+million page views with about #2700+ 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. 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.
0 comments:
Post a Comment