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You are here: Home / Goal Setting / Do Your Own Talent Management

Do Your Own Talent Management

August 17, 2010 by Gleb Reys 6 Comments

If you have ever been employed by a large corporation, you’re probably familiar with the concept of talent management already: it’s a documented and closely followed process of attracting, integrating, developing and retaining highly skilled workers.

One of the main ideas behind talent management is that we all have talents. By definition, being part of a talent management process makes you a talented person. You may need help and time to identify and perfect your talent, but that’s exactly why your company has a talent management process.

If you’re new to this topic, I think you will really like the Wikipedia article on Talent Management” – it provides a great introduction to the many processes involved, and gives you a few really good pointers. If you’re looking for software, there are many vendors providing solutions to address every imaginable aspect of managing talent with your company.

There are usually a few processes under the umbrella of talent management and today I would like to show you how you can employ the same processes in your own personal development.

Performance Management

As I always say: that which is measured, improves. That’s why it’s important to set goals, to track them closely and to take time to acknowledge your progress or lack of it.

If you look at various approaches to goal setting and to getting things done, most of them assume some kind of progress review – the time where you tick your checklist items off or update long-term goals with next steps.

In large companies, you have to set your goals regularly and to be a consistent achiever – completion of your goals is measured through self-appraisals and reviewed by your management to ensure the goals are aligned with your company’s vision.

In personal goal setting, measuring and managing your performance is just as important.

Learning & Development

It is never too late to pick a book or to watch an educational video, to read a scientific journal or to carry out a quick online research to expand your knowledge.

In big corporations, you are required to submit your learning and development plans on a regular basis, with the expectation that you follow them up. Usually every half a year, you get a chance to point out the areas of expertise which interest you most, and to suggest some possible ways to gaining such expertise.

When you’re planning your learning and development on your own, you don’t have to follow such a formal approach. And you don’t have to wait for half a year to set a learning goal, either! Your are completely free to identify the gaps in your knowledge and to immediately start your development.

Compensation

Usually part of a focal review, your compensation is most often based on your performance. If you had a successful year (set good goals and achieved them in a timely manner and up to or above expectations), you’re likely to get a financial reward. If you or your company weren’t successful enough, there is a chance you will not get rewarded. Such an approach ensures there is an additional motivation for you to be an achiever.

With personal development and your own personal goals, you can use something very similar: agree on a reward for each of your major goals. You don’t have to make each reward a financial one – it can be anything that can motivate you to achieve results.

If you learn to encourage and compensate yourself for all the major achievements, you can even become an inspiration to others!

Why would you need talent management at all?

We all have talents. Some of these are more obvious than others. Some talents are with us since the day we were born, others become obvious only after many years of mastery. That’s why it is very important for you to manage your own talents. This doesn’t only mean nurturing the things you believe yourself to be best at. You can simply decide on what you want to be great at and plan your strategy for getting there. Sure enough, your expectations should be realistic, but practice makes perfect – this means that doing your own talent management may give you just the advantage you need.

I hope this short article will manage to deliver its message – set your own goals and manage your own talents, because no one will do it better for you.

Filed Under: Goal Setting

Reader Interactions

Comments

  1. Venus Cow says

    August 26, 2010 at 8:24 am

    Talent is not about ownership, that’s ego, but what we do with it. When it comes to getting a life style lift think of your talent as a gift then what you do with it becomes your gift back, balance. Try it for yourself. Results guarenteed.

    Reply
  2. Will Edwards says

    September 7, 2010 at 12:59 pm

    A great article. I always love to remind people that we all have talents at my Personal Development Workshops. Even when people think they are not talented, they do indeed posses talent. It may be that talent is, as yet undiscovered, but it is still there.

    Will ;)

    Reply
  3. Sven Schoene says

    September 17, 2010 at 2:03 am

    Hey Gleb,

    AWESOME article! Never heard of the idea of talent management before. Interesting concept AND you wonderfully ported it all from the corporate world to personal development.

    Here’s what stood out for me:
    “As I always say: that which is measured, improves.”

    Haha, great quote, I’m going to write that one down.

    Anyway, just wanted to stop by and say “Keep up the good work!” This is the first article I read from you and it looks very promising. I’ll be back. ;-)

    Sven

    Reply
    • Gleb Reys says

      September 21, 2010 at 6:32 pm

      Thanks for stopping by, Sven!

      Reply
  4. Mads Singers says

    January 14, 2012 at 11:42 pm

    Great post! I totally agree on the talent management, the companies stopped doing that for people a long time ago, however most people still dont understand that!

    Kind Regards
    Mads

    Reply
  5. Hung Le | How To Achieve a Goal says

    February 14, 2012 at 7:20 am

    Talent Management – fantastic concept. All too often many companies tend to delegate tasks/projects to the wrong staff (i.e. those who are not best suited to completing the project or tasks). In this case, Talent Management details the ‘right way’ of tackling this issue head on.

    Good stuff Gleb!

    Reply

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