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MindBytes ® Talent Management 3.0 – the “how, why & what” By Ryan Lim Since

MindBytes ® Talent Management 3.0 the “how, why & what”

By Ryan Lim

3.0 – the “how, why & what” By Ryan Lim Since 1999, Talent Management 2.0 has

Since 1999, Talent Management 2.0 has been about attracting, placing, developing and retaining your knowledge workers. Today, Talent Management 3.0 1 is evolving, after taking into account the recovery from the 2009 economic crisis and worldwide demographic shifts. If you are a manager of teams, Talent Management 3.0 poses you with the critical question: How flexible must your talent be? In other words:

! What talents are necessary for the continuity and success of your organisation?

! Will external resources, freelancers or temporary staff replace the talents that you need?

! How do we balance the costs and benefits of a flexible strategic workforce?

To support you to find your solutions for Talent Management 3.0 initiatives, we present with our DISCOVER Individual Assessments. These assessments provide you with insights into the What, Why, and How of your performance and your staff. These insights are:

! what natural talents you have

! why you are motivated to use them and

! how you prefer to use them.

The more insights you know about your talents, motivators and behaviours (i.e., self - awareness) and the more true

Series 3 No.2 issue, Spring 2011

that you use them (i.e., authenticity 2 ), the greater personal productivity, success and satisfaction you will get 3 .

The DISCOVER Individual assessments are made up of 3 best - in - class profiles.

1. The “What” - DISCOVER Individual assessment for talent management

This assessment for talent management is unique because it complements all traditional HR competency frameworks by introducing a standard language for attracting and retaining talent. This talent profile describes your preferred thinking and decision - making styles. It provides scores on competencies needed for leadership, management, sales, emotional intelligence and more. With these scores, you can use this assessment to find answers to these questions:

! Do your (and your staff’s) competencies fit well with the current role and responsibility?

! Can these competencies be developed, given current conditions?

! What do you need to develop your (and their) potential to the fullest?

How it works Each of us views the world from our own unique perspective, seeing each situation in a completely different way. This is how we perceive our reality. What data we filter out or allow in impacts the decisions we make about that situation. The result of this unique view drives the natural talents we have for making certain kinds of decisions. These talents are categorised in three broad dimensions.

! “Head” dimension Some may have significant talent in seeing the big - picture, conceptual thinking, or strategic planning

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! “Hands” dimension Others may have more practical talents for results orientation, attention to detail, or staying focused on the objective

! “Heart” dimension The rest may possess talents for understanding others and having high emotional intelligence

The combination of these dimensions gives rise to our competencies based on our specific roles.

2. The “Why” - DISCOVER Individual assessment for personal coaching

This assessment is made up of the standard DISCOVER Individual assessment for team building (see 3 below) and a separate assessment for motivators. This combined profile gives you 2 sets of insights: One about your natural and adapted behavioural styles, and the other about your underlying motivators that drive these behaviours (the WHY).

How it works Regarding our motivators, each one of us has a hierarchy of values and beliefs for what drives, motivates, or creates passion in us. Our 7 motivators are where we are inclined to apply our talents at the workplace. Here are some examples:

! Some people are driven to always have some level of control of the situation or of groups (motivator known as the Political drive)

! Some of us have a passion for helping others or contributing to society (the Altruistic drive)

! Some individuals strive to understand simply for the sake of learning, including to teach others (the Theoretical drive)

! Others seek to always stand out, win and be recognised (the Individualistic drive).

3. The “How” - DISCOVER Individual assessment for team building

This assessment gives you insights on both your natural and adapted behavioural styles. These styles are grouped into 4 broad categories:

! D – Dominance /Directive How you respond to problems and challenges

! I – Influencing / Interactive How you influence others to your point of view

! S – Steadiness / Stability How you respond to the pace of the environment

! C – Compliance / Cautiousness How you respond to rules and procedures

How it works Once our talents guide how we think and make decisions, and our motivations drive why we make them, then we need to communicate these decisions and this happens through our behaviour. By understanding our own behaviours and behaviours of others, this can also be used to increase communication effectiveness with others. Here are some examples:

! You may prefer to take quick and decisive action (behaviours of “D”),

! While others prefer a more careful and considerate route (behaviours of “S”).

! Or you may prefer to get results through others (the “I” behaviour),

! While others insist on examining every detail along the way (the “C” behaviour).

With the DISCOVER Individual assessments, you can determine how to specifically target the areas to develop yourself or others so they can be even more authentic in their work.

To try out our DISCOVER Individual assessments, contact us for your complimentary free DISCOVER assessment.

This article is written by Ryan Lim, Partner For comments, contact him at info.uk@mastermind.eu

Visit our website: http://www.mastermind.eu/discover

© 2005-2011 Mastermind All rights reserved.

1 Talent Management 3.0 – Why sometimes 3 years can make a

big difference”, May 2011, is an article written by Silvan Becker, Ryan Lim and Eric Becker. To read full article, please visit:

http://www.mastermind.eu/blog/talent - management - 3 - 0/

2 Authenticity is defined as, “using the right talents for the right reasons in the right way.”

3 Genius Project (7 - year research with 197,000 people over 23 countries to study what drives individual excellence in the new knowledge worker economy). Research findings behind “What’s

your genius – How the best think for success”, James Niblick

(2009) ISBN - 13: 978 - 0615283760

MindBytes ® is a regular Mastermind article or update on latest trends in the organisational development or people development.