What springs to mind when you hear the word ‘talent’?
“We need to keep them!”
“Where are they? – we need more of them!”
“What would we do without them?! I really hope they hang in!”
‘Talent’, whatever they look like in your organisation, are often considered so because they get stuff done. Usually well. With good energy and pizazz. And, who do we ask when we need something done + done well? Talent.
Being ‘talent’ can be tiring.
It’s no wonder they get hunted and jump somewhere new where the promise of, at the very least, better compensation might make up for the fact that they are so heavily relied upon.
So, if we want ‘talent’ to stay talent (and ours), our priority should be them.
Here’s the leadership equivalent of food, water, sunlight, and TLC for talent:
- Support them – if you’re not sure how, ask
- Offer them personal development opportunities (they’re learners, and enjoy stretching their personal and professional growth)
- Give them flexibility to deliver how they want to
- Gift them feedback, feedback, feedback – be specific about what’s working + what could do with improving. It’s key to sustained high performance
When a problem, challenge or under performer is about to yank your attention, do a 180, and ask yourself what you’re doing for your talent. Investment in great people is so much richer.
Author: Alison West