Tech Talent - New Era of Talent Development by Democratizing Learning
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The document discusses moving from a traditional approach to talent development that focuses on "star employees" to a new approach that democratizes learning. It advocates treating development as a "pull" rather than a "push" through creating a learning marketplace that gives employees choices and fosters learning communities. This marketplace would contain internal programs, mandatory training, and access to external programs to help individuals discover their potential through self-discovery coaching and career counseling.
Tech Talent - New Era of Talent Development by Democratizing Learning
- 1. New Era of Talent Development by Democratizing Learning UDAY BURRA Director – People Strategy Sapient Consulting Ltd
- 2. Traditional Approach Talent Development is all about developing and guiding those star employees who are able to contribute to the company’s success and growth. Thus, the key to continued success lies not only in the ability to retain these employees in the organization, but also in understanding, managing and developing their talents in the best possible way
- 3. Poll 1 • What is your understanding about Talent? Is it about creating Star Employees based on elimination or selection criteria? Is it about Better Understanding of Learning styles? Finding the Best Possible Way – each individual is unique
- 4. Traditional Approach Talent Development is all about developing and guiding those star employees who are able to contribute to the company’s success and growth. Thus, the key to continued success lies not only in the ability to retain these employees in the organization, but also in understanding, managing and developing their talents in the best possible way Star Employees – Elimination or Selection Criteria Understanding - Talent or Learning styles Best Possible Way – each individual is unique
- 5. • Talent equation is still unknown in leadership quadrant • Business strategy is very dynamic • How long term is long term
- 7. Poll 2 What is more important - Sense of competition or Sense of Achievement • Sense of Competition • Sense of Achievement
- 8. Talent Selection Vs Talent Identification • Broad criteria on values, purpose and commitment • Sense of competition Vs Sense of Achievement • Engagement would be higher if feeling of “left out” is removed
- 9. Engaging with 2020 Leaders Traditionalis ts Baby Boomers Generation X Millenials Style Formal Semiformal Not so serious, irreverent Eye-catching, fun Content Detail Chunk it down, but give me everything Get to the point – what do I need to know? If and when I need it, I’ll find it online Context Relevance to my security Relevance to the bottom line and my rewards Relevance to what matters to me Relevance to now, today, and my role Attitude Accepting & trusting of authority & hierarchy Accept the “rules” Openly question authority (often branded as cynics and skeptics) OK with authority that earns their respect Tactics Print, mail, f2f, phone, some online Print , mail, f2f, online tools & resources Online, some f2f, games, technological interaction Online, wired, seamlessly connected Speed Attainable within reasonable time Available, handy Immediate, when I need it Five minutes ago Frequency In digestible amounts As needed whenever constant
- 10. Poll 3 Training Talent Development What is it? Job of HR For Supervisors Waste of Time Extra Work
- 11. Does this cross my mind when I think about development? Extra work Training For others.. Waste of time For my supervisor Job of HR $$$ Not for me… Of no value
- 12. A new approach to development Development is a PULL and not a PUSH
- 13. Self Discovery Coaching Career Counseling Our promise Provide you a development moment to discover your potential
- 15. Learning Marketplace – A way to democratize learning • Why a Market Place? – Leverage Pull vs. Push strategy – Provide choices to people & generate demand – democratize learning – Bring 70/20/20 into play on the ground in the business – Create learning communities to foster faster development • What should Market Place have? – All internal learning programs & frameworks – Select mandatory frameworks – Eg. New hire orientation, New Manager or Leader assimilation programs, Code of Ethics, etc. – Wide variety of external programs – bring world class learning programs • How can you fund Market Place? – Pay & use concept – No fat L&D budget – Fund what makes sense, measure ROI as part of Talent Reviews
- 16. THANK YOU!!
Editor's Notes
- #13: One of the means towards creating a greater awareness and need for talent development was through a Talent Conclave which was organized across all the India offices and had several of the global leaders present at the event One cannot force development. You cannot force a horse to drink water, it will drink only if it is thirsty. Do you know the snakes and ladders of your life thus far? Do you know what may be ahead of you over the next many years? How AWARE are you of the same? How PREPARED are you for the same? Every moment is a development opportunity to – enhance self-awareness enable our learning To propel this thought & approach further, we introduced TalentNext, which is focused on nurturing talent. We believe development is a PULL and not a PUSH. Talent Next is a PULL approach that we are exercising.
- #14: 3 approaches to development : SELF DISCOVERY, COACHING & CAREER COUNSELING in an effort to provide you a valuable development moment. Discovery – enable people to discover facets of their personality through a psychometric tool debriefed by a certified professional. Discovery aims to raise the importance of self-awareness as a key step towards personal growth as a human being. Coaching – providing an opportunity for people to experience a powerful coaching moment. Experiencing the 'dance of insight' by interacting with professionally certified coaches to discover ways to achieve one's aspirations & potential. Career Counseling – for those who believe in a pragmatic approach, using a snake & ladder concept to plot the past and also build a future road map for their careers. This concept enables people to explore with a career counselor future ladders to take and snakes to watch out for.