When was the last time that you talked talent with your team?
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Many of the people who read this blog have been on one of our talent management programmes, or perhaps have attended career conversations. The most important thing you can do after attending one of these programmes is to implement it! Your team will be frustrated however, if, after returning from the programme with gusto, you then allow your enthusiasm to wain. It is really important to keep up the good work by holding on-going talent conversations with your team.
With that in mind, ask yourself, when was the last time you reviewed your nine-box grid, or even looked at your team’s strengths?
If your actions haven’t lived up to your intentions, the answer might be as simple as putting “renew and refresh your nine-box grid” on your calendar for 15 to 30 minutes this week.
But if it’s been too long for that to be effective, here are some ideas to help you reboot your talent conversations with your team:
- Look back over your grid and focus on the people who are medium or high potential. Ask yourself what you’re doing with them at the moment, whether they need to be challenged and pushed further, and when was the last time they did something new or different. If you are struggling to remember, there is a good chance that this is the place to start.
- Consider your ‘Champions’. Have you recognised their contribution to the team’s performance lately? Have you told them how great they are? How much you appreciate their exceptional performance? Remember – they are adding huge value and are keen to stay within your team.
- Think about what projects and development are coming up soon. Look for opportunities to give some great development to some of your team members. Proactively managed personal development makes your team think highly of you. Most people feel that ‘development’ is foisted on them at the last minute because their manager has either forgotten or are too busy to do something. Knowing that it has been specifically selected and planned for them makes them feel a million dollars.
- Are there some new people in your team? Do you know what their strengths are, and have you started using them? Remember that doing so will help them engage more quickly with your team and the work that needs to be done.
- On a personal note, what are you doing to show more senior managers your level of potential? Consider what you’ve done recently to work on improving your own potential rating. Is it time to review yourself against the potential model and up your game in terms of how you’re seen in the organisation? Knowing and applying this thinking for your team is brilliant, but do remember to apply the learning to yourself too!
It’s really easy to let good habits slip, particularly when you’re really busy. Talent conversations with your team will keep them motivated and drive success. Find ways of making that a priority over the next week or two.