My Talent Was Here All Along… Who Knew?

Post Date: October 21st, 2011
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By: Neil Chin Aleong

There’s an old saying that the best place to hide anything from someone is right under the person’s nose. 

We miss the blatantly obvious. Unfortunately, the same is sometimes true in talent management.  Read the rest of this entry »

Posted in Talent Management | 3 Comments »

Employee Branding and Organizational Alignment

Post Date: September 20th, 2011
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Question of the Month

Our goal for the Tekara Organizational Effectiveness blog is to listen and understand your questions and deliver a value added response. To thank you for your input, every month we give away 2 Starbucks gift cards for people who ask us their business and leadership questions!

To enter the Starbuck's gift card giveaway fill out the form to the right of this post!

This months question came from Paula Kiger:

Question: 

"How does the increasingly blurred line between the face a person shows at work and the persona they create for themselves online (which often ends up being discussed at work) pose new/different challenges for leadership and the organization?"

There are several implications that will continue to become more apparent as social networks and online personal brands continue to play a bigger role in the work-force. There are questions that both employees and employers must ask and consider when dealing with this new dynamic. 

Talent's Double Edged Sword

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Posted in Events, Talent Management | 2 Comments »

What is Talent Management: A Comprehensive Definition

Post Date: September 15th, 2011
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What is Talent Management? 
by: Mark Adams
 
There is an old decision dilemma adage: If your best efforts don’t fundamentally change the issue for you, you have defined the issue incorrectly. For many organizations, meeting their talent management (TM) needs has been problematical. We at Tekara would suggest you consider how you are framing TM as a root cause.
 

The industry standard:

For many, TM is described in terms of successfully recruiting and retaining top caliber people. As described by a recent Wikipedia TM description

"… the process of developing and integrating new workers, developing and retaining current workers, and attracting highly skilled workers to work for your company."

Is this your organization’s TM description? Why is this a problematic description of TM? 
 
The strategy objective description embodies the implementation strategy for satisfying your talent needs – staffing. Why is this problematic? Because, it makes it more difficult to seek out and consider superior talent securing and utilization strategies. 
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Leadership, Talent Management, and HR from Around the Web!

Post Date: September 9th, 2011
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Our goal with the Tekara Organizational Effectiveness Blog is to offer our audience valuable insights and learnings in several areas of business leadership and coaching.

Primarily we will do this through our own personal stories, learnings, and experiences, but we also want to direct you to other great content circulating around. In these mash-ups we'll feature some of the best content we have found from around the web for you to take a look at and let us know what you think! 

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Posted in Leadership Development, Talent Management | No Comments »

Talent Management: Are you Developing Your Competition’s Stars?

Post Date: August 2nd, 2011
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 Are you developing your competition’s stars?

Why balance and alignment are key to effective talent pooling.
 
Much has been written about the benefit of talent pooling as the cornerstone of effective succession planning. Also, many managers make the assumption that somehow training and development programs magically translate to higher employee engagement which in turns yields greater productivity and higher profitability. Both principles are undoubtedly based in fact. But could there be a downside to employee development? Should this talent pooling and employee development come with a cautionary note? I recently discussed this issue with my colleague, Mark Adams. Here’s what we concluded.
 
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Posted in Talent Management | 5 Comments »