{"id":19899,"date":"2023-11-05T01:36:30","date_gmt":"2023-11-05T01:36:30","guid":{"rendered":"https:\/\/mysourcefunding.com\/leadership\/the-10-contributing-factors-to-talent-development\/"},"modified":"2023-11-05T01:36:32","modified_gmt":"2023-11-05T01:36:32","slug":"the-10-contributing-factors-to-talent-development","status":"publish","type":"post","link":"https:\/\/mysourcefunding.com\/?p=19899","title":{"rendered":"The 10 Contributing Factors To Talent Development"},"content":{"rendered":"
\n

A business lesson from Ol\u2019 Bill Shakespeare<\/strong><\/h2>\n

\u201cA horse, a horse, my kingdom for a horse!\u201d \u2013 Richard III, Act 5, Scene 4<\/em><\/p>\n

King Richard III, the storied villainous monarch of England who died in 1485, was supposed to have cried out for the one thing that would have given him a fighting chance in battle: a horse to replace the one he had lost. He didn\u2019t secure one, fought the battle on foot, and ultimately lost not just the battle but his life.<\/p>\n

\u201cA horse\u2026.\u201d<\/em> was his last line of the play and those were the last words of his life. Shakespeare wrote it into his play in 1591, so it must be right, right?<\/p>\n

A Talent Development Lesson<\/strong><\/h2>\n

Historically accurate or not, \u201cA horse\u2026\u201d<\/em> is one of the great lines in all of English language literature, serving as a rich metaphorical lesson for any business leader who will heed it.<\/p>\n

<\/fbs-ad><\/p>\n

And that lesson is that it\u2019s talent that wins \u2013 every time \u2013 in a fiercely competitive market. If your market is the battlefield and the horse is your talent (or part of it), then the message couldn\u2019t be any more clear.<\/p>\n

I used this metaphor in consulting to and advising leadership teams across 25 industries on the subject of talent development. As it evolved, there are 10 key factors that play critical roles in developing the talent that your organization pays so much to acquire. Here they are, in no particular order, as they are all indispensable:<\/p>\n

1. Leadership<\/strong><\/h2>\n

This may seem like it goes without saying, but it doesn\u2019t. Build the best possible leadership team, made up of brave people who are not afraid to take the first step into the wilderness. That\u2019s the future and it\u2019s where you\u2019re going.<\/p>\n

2. Vision<\/strong><\/h2>\n

A leader must see the future, and successful leaders can see it before the rest of us do. They\u2019re prophets first, messengers second, and then generals.<\/p>\n

3. Organization<\/strong><\/h2>\n

Is your organization built to succeed in today\u2019s and tomorrow\u2019s market? With the unprecedented nature, pace, and scope of change \u2013 witness A.I. \u2013 the answer is probably, to some extent or another, no. Organizations are becoming more decentralized, with bigger decisions in the hands of smaller teams located around the globe. Workdays and work weeks are changing, as is where you work, remotely or not. All of this matters to the talent you need to attract and retain.<\/p>\n

4. Parallels<\/strong><\/h2>\n

This is one of the most overlooked forces. Are all departments, divisions, and teams working to the same goal? Do they all have the same \u2013 or parallel goals? Does the sales division, for instance, have an aggressive growth goal while production and manufacturing target consolidation and efficiency, thereby perhaps inhibiting sales\u2019 performance? Are individuals across all departments incentivized in parallel? If not, you\u2019ll feel it immediately. So will your talent.<\/p>\n

5. Equilibrium<\/strong><\/h2>\n

It\u2019s true that growth and innovation are born of creative dissatisfaction and turbulence, but there are limits to how much the organization can stand before the wheels come off. Finding the crossover point between turbulence and equilibrium is tricky. It\u2019s probably the least scientific or methodical of all thee factors and requires more folksy knowledge of organizational lore than all the rest.<\/p>\n

6. Selection<\/strong><\/h2>\n

There\u2019s an old French country recipe for rabbit stew that says, \u201cFirst you much catch the rabbit.\u201d This goes right back to what starts all this: talent acquisition. With all the criteria your organization uses to pick its crop of talent, there\u2019s one question that isn\u2019t asked often or prominently enough: \u201cHow likely is this individual to be receptive to all the initiatives we take?\u201d And for future reference, \u201cHow likely will this individual be to carry them forward when assuming leadership roles?\u201d<\/p>\n

7. Inclusion<\/strong><\/h2>\n

All the talent development initiatives in the world will fall on their faces if you haven\u2019t got a plan to build your talent into the structure of the organization from day one. You recruited them; trust them. Get them into vibrant teams, give them responsibility and commensurate authority. Make sure they\u2019re included in the very nature of the organization, or you\u2019ll be getting resignation letters you don\u2019t want.<\/p>\n

8. Investment<\/strong><\/h2>\n

\u201cWhat if we invest in training and developing our people \u2013 and they quit?\u201d asked the CFO. \u201cWhat if we don\u2019t \u2013 and they stay?\u201d shot back the CEO. Build ongoing learning into your budgets, not just your staff development budgets, but your recruiting budgets. It\u2019s as organic as you can be.<\/p>\n

9. Communication<\/strong><\/h2>\n

I\u2019ve done as much advising on communication as I have on any other subject. In fact, I taught two graduate leadership courses for 15 years, and communication was at the heart of them. Surveys continue to show that communication is the most sought-after skill on the part of executives and recruiters \u2013 more so than any specific hard-skill expertise.<\/p>\n

10. Behavior<\/strong><\/h2>\n

Finally, as advised to me by Dr, David Steele, former dean of the Silberman College of Business at Fairleigh Dickinson University and who was previously president of Chevron Latin America, leaders must exhibit the behavior they want to see in others. Like all the above.<\/p>\n

There now. It took me 800+ words to get the point across. It took Shakespeare nine: \u201cA horse, a horse, my kingdom for a horse!\u201d<\/p>\n<\/div>\n

Read the full article here<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

A business lesson from Ol\u2019 Bill Shakespeare \u201cA horse, a horse, my kingdom for a horse!\u201d \u2013 Richard III, Act 5, Scene 4 King Richard III, the storied villainous monarch of England who died in 1485, was supposed to have cried out for the one thing that would have given him a fighting chance in […]<\/p>\n","protected":false},"author":1,"featured_media":19900,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"content-type":"","footnotes":""},"categories":[76],"tags":[],"class_list":{"0":"post-19899","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-leadership"},"yoast_head":"\nThe 10 Contributing Factors To Talent Development | Brandiary<\/title>\n<meta name=\"description\" content=\"A business lesson from Ol\u2019 Bill Shakespeare \u201cA horse, a horse, my kingdom for a horse!\u201d \u2013 Richard III, Act 5, Scene 4 King Richard III, the storied\" \/>\n<meta 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