To recap: In 2018, three Vanguard University’s Graduate students and I had the privilege of conducting a strategic research project: the 2018 Environmental Scan Research. We presented our findings during the 2018 Creating Healthy Organizations Conference: we had the privilege of walking our audience through the national, State, and local influences that we explored during the Environmental Scan:
-Social and demographic trends;
-The economy, public policies and grant opportunities; and
that influence today’s workforce during the hiring process (e.g., from job posting to interviewing, on-boarding, talent development, career pathing, and exiting/succession planning). Interested in getting more information? Please access our handouts here.
How is this fitting in with The Leadership Practice’ (Other) Keys to Success? As I may have mentioned before, research shows that there are indeed principles or keys to unlock successful behaviors. For example, to achieve a goal, we first must actually set one. Then we are much more likely to actually venture out and pursue what we would like to pursue. Furthermore, our chances of pursuing what we would like to pursue increase if we create a SMART goal:
The more specific we get, the more likely we are able to succeed. What goal do you like to pursue with regards to talent management? Are you looking for improving your position as a leader or as an employee? Find some examples on how you can create YOUR goals:
S=Specific:Try to be as specific as possible WHAT, WHERE, AND HOW you would like to accomplish a goal.
A leader example: I want to attract and retain capable employees. I am located in Southern California where I am facing a job market with few looking for new work.
An employee example: I want to optimize how I learn about job listings of organizations that operate based on their values (and not simply based on monetary incentives).
A leader example: By educating me about newest trends, I will be able to find the avenues that lead to successful hires. I will know which way of recruitment does get me the best candidate pool. I will identify if I need to revise job descriptions and modify my incentive structure.
An employee example: I want to find out if I need to add another job search strategy (e.g., Job Boards, recruiter) to my current search efforts; I will look for 3 additional strategies online (e.g., looking at companies via sites such as Glassdoor.com) and one strategy for a face-to-face opportunity (e.g., take time off to attend the upcoming trade show).
Pick a reasonable increment to achieve your goal; run your goal and your increments by a trusted friend for feedback.
A leader example: Adjusting your hiring strategy to include a headhunter may be easily feasible. Revamping your incentive structure may require some creativity and a supportive team (or a professional expert) to realize your endeavor.
An employee example: Searching online opportunities for job hunting requires time away from work (and internet access). Taking off time to go to a trade show requires the use of time off/vacation days.
R=Realistic: See “Achievable”. To create a realistic goal, you may need some feedback from a caring, trustworthy person who wants you to succeed.
A leader challenge: Who is in your life to support your endeavors and your decision making? Are you operating on your own? Informing others about your decisions AFTER you made them?
An employee example: Do you have a person who cheers you along? Better: a person with experience in recruitment?
There are several keys to success. Here is your next key so that you get to unlock your success when it comes to talent management. Request Your Invitation To Your Human Capital Key. I am excited for you!