leadership | Team-leader Blog

Developing Talent Management Pathways within an Organisation

Posted On: July 2, 2019By: admin Comments: Comment

Is talent management part of your strategic plan? With all the details involved in running a successful organisation, a leader can get overwhelmed at times. Therefore, it is good to step back regularly and remind ourselves that there are only a few key result areas that need our attention to lead to organisational success. Regarding the human resource side of this equation, implementing a clear talent management pathway within your organisation that attracts, retains and develops top talent will always outperform like-for-like organisations by a significant difference. Dr. Jim Asplund, one of Gallup’s chief scientists states, that the best-led organisations know the direct path to individual, team, and organisational success starts with a key investment in their employees’ greatest talents. How are you investing in this area? Starting a Talent Management PathwayWhat is involved in a talent management pathway? Assuming you have your recruitment processes in order, where you are only getting top talent into the final interview and consistently onboarding A players (ask me how) then you need systems in place to track each employee’s current growth and developmental needs. Fortunately, you don’t have to reinvent the wheel on this. The heavy lifting has already been done, so it is just a matter of tapping into an existing resource. Harrison Assessments offers an online organisational dashboard, listing all employees, tracking their suitability alignment with their job role, along with their engagement in their work, and numerous other key metrics to assess existing talent and how to manage it. It

Leadership empowerment: what is it and how do you do it?

Posted On: December 19, 2011By: admin Comments: Comment

There is quite a bit of talk today about the need to have empowered employees within the workplace. Unfortunately that is often all it is – talk! But what are the benefits and how do you accomplish such a task? Let’s start by discussing the benefits of having more empowered team members. Business environments change so rapidly today. There is a need to develop more empowered employees in order to keep up with today‘s fast-paced fluctuating global environment. In order for organizations to remain adaptable to customer needs, front-line employees must be given more authority and flexibility to make on-the-spot decisions. Research in the area of empowerment has revealed that increased empowerment produces greater organisational success factors. These factors include employee contribution, innovation, organizational commitment, expands latent talents, increases capacity to accept change, and increases employee retention. These benefits are all necessary traits for improving organisational success. Having discussed some benefits and hence the desirability for greater empowerment let’s investigate what we mean by the term ‘empowerment’. There seems to be a plethora of definitions but for me the best way to discuss empowerment is to break it up into two dimensions. Hence, empowerment can be summed up by looking at both its internal and external aspects. The technical definitions that describes these two aspects are psychological empowerment (internal) and leader-empowering behaviours (external). Psychological empowerment is made up of four facets, a sense of real meaning in one’s work, a sense of making an impact through the contribution you make

Manager as Coach

Posted On: February 18, 2011By: admin Comments: 1 Comment

Leaders who use Coaching Techniques Accomplish Greater Results! Why use Coaching techniques? Businesses that are seeking to attain or maintain their competitive advantage over their rivals are recognizing that one of the key factors to success is the relationship managers have with their staff. This is a constant factor whether it is related to front-line managers, middle managers or top level managers. The Gallup organization conducted a large research project and discovered that the most significant factor contributing to high employee retention rates, healthy customer satisfaction levels, increased bottom line results and productivity levels were the direct relationships managers had with their staff. It is worth the effort One of the most significant skills therefore for managers is to learn how to better engage with their staff. Studies show that the use of quality coaching techniques in working with staff can empower them to their potential in their place of work. Research has shown that managers in general believe that the use of coaching techniques as a part of their leadership style would bring greater work place benefits. Furthermore, managers who had been trained in coaching techniques and persisted at utilizing them over a six month period, noted that they were worth the effort to learn and implement. Different modes of Coaching by Managers When implementing coaching techniques within the workplace, there are two typical modes of operation used. There is the formal and the informal. The informal is also known as corridor coaching, where the manager uses short targeted