Developing talent

Talent is not something that you are born with it is a craft that you develop over time through constant practice. The difference between a professional and an amateur in any skill or discipline is determined by their focus and the hours of practice.

How well you are developing your professional employees and managing the amateurs will be having a direct impact on your business value and bottom line.

Practice is the pathway to mastery. So, there you have it, the secret is in practice. But this sounds simple and is not so easy to implement.

This is why PSL have developed training that enables people to practice on their own or with others; along with their managers, everyone gaining feedback. This also enables their managers to demonstrate learning, behaviour change and results to the sponsor or leadership team.

Examples of what your people will have include:

  • Skills toolkits
  • Checklists
  • Daily reminders
  • Emergency situation guides
  • APPS

Ways to make learning easier and training more effective.

Keeping talent

This is a major concern and paradox for some. We say take action, find out what your people really need, then give them training that fits your business, that enables them to make progress and they will be more motivated to stay whilst performing better as well.

Sometimes people just need to leave if they don’t fit in.

Here’s some suggestions:

  • Invest in your people wisely – make development part of your culture.
  • Cultivate an environment for your people to feel like they belong, make a difference and are valued.
  • Understand who is happy in what they do and who is not and make changes.
  • Play to people’s strengths, whilst helping them resolve their weaknesses.
  • Develop technical skills, soft skills and relationship skills.
  • Create an environment that empowers people.
  • Never stop helping your people.

Overcoming the loss of talent

Every time someone leaves your organisation there is an opportunity for you to learn something positive. Perhaps mistakes were made or it’s the right decision.

Having an open mind will enable you to learn from the loss and deploy what you find to your advantage. Some businesses simply fail to do this well.

Some food for thought:

  • We are all biased by our own needs, experiences, goals and agendas.
  • Avoid blame.
  • Remember where there’s a will, there’s a way to succeed.
  • Asking the right questions and really listening is a game changer.
  • The most comfortable human condition is consistent with NO changes in life; therefore by this virtue CHANGE is an uncomfortable human condition.
  • When people feel threatened they can become blind, deaf and paranoid. They can make reckless or rash decisions that they may later regret. Some managers make their people feel this way often without realising they are doing so.

What’s next

We can help you to build high performing teams. It all starts with a discussion and we will be pleased to hear from you.