Do you want to build a legacy? I do something worthwhile that lives beyond me and stands the test of time. That’s why I am so passionate about the art of developing leaders. When it comes to making a real difference in the world, few opportunities present the potential as does the coaching of leaders to become more effective in building their team’s confidence and competence. Building a quality organization operating under dynamic, deep-rudder leadership with strong core values is a thing of beauty and a force for change. And it’s a powerful way to create a legacy. That is the promise I offer you – real return on your investment by using a powerful tool to begin to create your legacy, an organization under-girded with powerful talent management principles – your principles. This article will help you think it all through. The way you start is by asking yourself the important questions and coming up with your own answers – answers that are born of thoughtful reflection.
The trick is how to get there. It’s really up to you. Leaders go first. This is serious, challenging work, with an element of joy. Start with the following questions: What are your foundational principles for talent management and stewardship? Do you begin by accepting the development of your people and their careers as a primary corporate responsibility? Is succession planning a key element? Can you articulate your stewardship approach clearly and simply? Do you literally feel it on an emotional level, versus just knowing it cognitively? What are you doing about feedback and measurement, for yourself as well as others around you?
For over 30 years, I’ve read and observed a lot about this subject. This essay lays out some of what, in my personal experience, works best. It may or may not jive with what you’ve read elsewhere, which is fine. This is my voice—me being me. And here’s my invitation to you: Let’s compare notes. Read this piece slowly, once or twice, with pen or marker in hand. Underline, circle, cross out, agree, disagree, and jot down your ideas. By the time you’re finished, you will possess your own clear, personalized statement for talent management and stewardship, one you can live up to actively and intentionally every day and one you can share with current and future leaders within your organization. Are you game?
Jim’s Core Talent Stewardship Beliefs
Jim’s Talent Management Practice Checklist
As you read them through, ask yourself these questions:
What do you believe?
What will you do about your belief?
Here is an amazing truth: A company sees very few supervisory challenges when talent is aligned. Instead of being sucked into a black hole, critical resources of time, energy and money are put to the best use against the highest priorities and biggest opportunities.
Companies that regularly and consistently invest in their people outperform those that stint. So help your people discover what they are best at, their natural talents, their passion, and their best fit within the organization. Help them grow, and everyone reaps the rewards. When people are slotted right—in roles and career paths they love and are good at—the whole world exults. More organizations would be successful, maybe even ALL organizations. Customer complaints would be as rare as dodo birds and fax machines.
Make this yours
The payoff is high for you to lock in your own list of foundational principles, your 7-10 consistent stewardship commandments to measure against. I invite you to rewrite this article. Make sure it says what YOU truly believe about talent management. Change it, sign it, and write your name on it. Now it’s yours. Share it with your leadership team, your Human Resources department, in fact, your whole organization. Do what you believe. Keep doing it, every day.
Everyone will be better off, feel stronger, perform more effectively, and the place will really start to sing. You’ll be positively influence the way generations after you think about leadership and humming the sweet song of legacy.