Building A Talent Mindset
1 like398 views
The document discusses the importance of building a talent mindset for organizations striving for sustainable competitive advantage, emphasizing that while resources like capital and technology can be replicated, attracting and retaining talent is unique to each organization. It criticizes traditional talent management approaches and advocates for a transformative shift in how talent is assessed and developed, focusing on behaviors and contributions rather than just skills. Ultimately, it underscores the need for organizations to become destinations of choice for diverse talent by navigating various biases and expectations in the recruitment process.
Building A Talent Mindset
- 1. BUILDING A TALENT MINDSET WINNING IN THE MARKETPLACE
- 2. BUILDING A TALENT MINDSET What keeps a CEO up at night? TALENT MANAGEMENT OPERATING IN A GLOBAL MARKETPLACE REGULATIONS AND LEGISLATION
- 3. BUILDING A TALENT MINDSET What organizations strive to accomplish is a Sustainable Competitive Advantage SCA is the aggregate of: CAPITOL the cash or credit of an organization TECHNOLOGY the organization’s ability to leverage technology to achieve a competitive advantage PEOPLE the head, heart and hands to deliver goods and services SCA = C+T+P 3
- 4. BUILDING A TALENT MINDSET The competition can match your ability to raise funds so your cash or credit can be replicated The competition can over time match your technology advantage What your competition cannot do is match the people you attract and retain in your organization In the SCA formula only the Pcannot be easily replicated
- 5. BUILDING A TALENT MINDSET Traditional thinking has focused on skillset – knowledge, skills and abilities to perform a task and the training necessary to close gaps How we select schools What experience we value Which industries we value Successes validate the behaviors and the skillset becomes a self perpetuating model Why Talent Mindset? How we think about selection: The behaviors and outcomes results in: 5
- 6. BUILDING A TALENT MINDSET We have turned fitting a round peg into a round hole into a science Talent Management: The art of how we attract, develop and retain talent has been under attack for the past decade While the words have changed to protect the innocent How many organizations recruit – develop – and retain their talent has not been met with much in the way the way of transformative approaches 6
- 7. BUILDING A TALENT MINDSET STRATEGY InternalExternal Talent Talent Acquisition Future Talent Requirements (Capability, Availability, Organization, Experience) ORGANIZATION IMPACT Current (Capability, Availability, Organization, Experience) WORKFORCE Hiring Plan Development Succession Planning Organizational Design Environment (Emerging Capabilities, Technology, etc.) 7
- 8. BUILDING A TALENT MINDSET Lead with impact … over skills Assessing what a person brings to the role and the contribution he/she can make to the organization requires a paradigm shift in how we fundamentally think about talent, where it comes from and what it looks and sounds like Transformative thinking 8
- 9. BUILDING A TALENT MINDSET
- 10. BUILDING A TALENT MINDSET Professional networks Alumni Personal relationships RECRUITER BIAS LOOK FOR FIT (not universally defined) Want a seamless transition into the department from day one Genuine, demonstrated interest in the company and product Someone that I’ll want to go have a beer or glass of wine with outside the office (feeds unconscious bias) Keep me interested Finding qualified candidates recruiting is a team sport Employee retention S TA R T S with the recruiting process A N D E N D S with the culture Bridging the Divide NAVIGATION AIDS TALENT POOL Independent minded and confident High expectations of their employers (ETHICALLY, SOCIALLY, ENVIRONMENTALLY) Seek out new challenges Not afraid to ask questions Want meaningful challenges Solid learning curve Possess an entrepreneurial and teamwork spirit Not afraid to push boundaries Polished and confident pitches about themselves, but have little understanding of the company Care about who they work for 10
- 11. BUILDING A TALENT MINDSET An organization is limited only by its ability to transform itself into a destination employer of choice for talent of all shapes from everywhere 11 Ethnicity Accent Height Weight Thought Process Place Of Origin Type of Degree Zip Codes School Attended Marital Status Parental Status Age Prior Experience Prior Employer Veteran Status Sexual Orientation Religion Income
- 12. BUILDING A TALENT MINDSET Building and sustaining a talent mindset is a puzzle with an infinite number of pieces 12 You know what the end should look like but there are always missing pieces