Developing A Talent Is A Necessity

Whether the person be an intern that costs you nothing or a senior hire that is major cost, development is essential. Why you ask? People want to be better, challenged, and desire mentorship.

Talent Development is a key internal strategy that not only retains people but improves them across the ladder of hires no matter the department.

Although Talent Development can be outsourced to trainers who conduct workshops over a couple days, nothing beats a proactive and constructive mentor and leader who is constantly focused on your development and improvement.

Here are my tips to improve a talent

1. Poor Performing = Greatest Challenge
Sometimes managers want to only develop the top performers to rise even higher and be promoted but those people actually require little development. Their natural drive and attitude will raise them and, to be honest, as a manager you are nearly redundant.

The more exciting space as those seen as ‘poorly performing’ either due to their attitude or their output. That is where the challenge is and the reward is. Nothing beats the feeling of meeting someone with low confidence or a poor attitude and transform them into a confident and ambitious individual.

So the next time you are in a position to improve talent, everyone is under this umbrella.

2. Even Seniors Need Development
Whether they still have the fire or looking for a comfortable position, seniors still need to develop new skills. At that level, its not about execution or team management but more so client-facing and upper management experiences.

Less so on building team culture but reporting to management with regards to performance or resources. However, this development needs training and guidance for them to reach that level of competency. You need to forget their years of experience and see them as fresh because they have 0 years of experience in their new position.

3. See Outsourcing As The Last Resort
Although individual skills can be gained through a couple-day workshop, nothing beats the constant and 1-1 nature that comes with learning and mentorship. It comes with a manager that has the leadership and logistics to develop a plan and structure to take you from A to bring you to B.

It could mean bi-weekly check-ins, it could be monthly, but the main point is that constant observation and improvement is needed to make sure that talent is growing and learning from experience, not successes, but everything.