Published: 9th June
There are a huge number of extremely talented people in this world, but the hierarchy of business does not always see the most talented at the top. Many have said that true leaders will always look to harness talent that they can learn from and hire employees that can bring something new to the table, and who believe in the company’s values. And, to ensure that this talent is kept happy, they must be recognized and treated well.
Sometimes, very talented people just aren’t a good fit for your organization, but more often, the problem lies in a leaders’ inability to harness or align their employees’ talent to the mission. Either of these situations can cause employees’ talent to atrophy — or, worse, give them a reason to move on to a more engaging position at another company. Your job, as a leader, is to recognize when talent isn’t being used to its fullest potential and correct the situation.
Earlier this week, our own René Carayol interviewed Laszlo Bock, Senior VP of People Operations at Google, talking about his experiences and his new book “Work Rules!” where he shares insights from the inside of Google, and how Google treat their people.
With the importance of keeping talent, Laszlo Bock, emphasised the need to “do the right thing” and ensure that you are fair across the board with your employees. “Empowering employees” was proven to increase productivity and performance within the workplace, and keep that talent happy. “Even in a time of flat wages, you can still make work better, make people happier. Indeed it’s when the economy is at its worst that treating people well matters the most”
When looking for new talent, Jonathan Rosenburge, former SVP of Products at Google says: “When you’re in a dynamic industry where the conditions are changing so fast, then things like experience and the way you’ve done a role before isn’t nearly as important as your ability to think. So generalists, not specialists, is a mantra that we have internally that we try to stick pretty closely to. Specialists tend to bring an inherent bias to a problem, and they often feel threatened by new solutions.”
When Talent on Its Own Isn’t Enough
Chris Cancialosi states below some common talent issues leaders’ face that could hinder your business’s success in building high performance teams:
How to Align a Team’s Talents
Business moves fast. Often, business leaders get caught up with other priorities and let the performance and direction of their teams fall by the wayside. Here are three simple remedies to get talent back on track:
How to get Noticed!
OK, so you have talent, but how do you stand out from the crowd and get noticed? In René’s interview with Laszlo Bock, Laszlo stated that when he decided to move into HR, he knew he would do well because he stood out from the crowd. How? He had a different skill set, he could bring statistical and analytical knowledge to the role, so that he could put together experiments in the workplace and show the ways to improve productivity among employees, happiness in the workplace, among other things.
Laszlo strongly suggested honing your skills so that you could bring something new and different to the table that would benefit your organisation, and get you to the top faster.
We will leave you with a thought from John Maxwell, who insists that the choices people make are extremely important, not merely the skills that they inherent. He says that successful people know that:
Belief lifts your talent.
Initiative activates your talent.
Focus directs your talent.
Preparation positions your talent.
Practice sharpens your talent.
Perseverance sustains your talent.
Character protects your talent
You can have talent alone and fall short of your potential. Or you can have talent plus, and really stand out.Back to blog