Unless one is in the business of “talent,” it could be confusing to recognize what “talent” really means. After all, what differentiates talent management, talent acquisition, talent development, talent shows….okay, I’m kidding on that one. But kidding aside, it can be confusing to people who DO work in a talent-focused role, so it’s no surprise how complex it might seem for anyone else or to understand how their role intersects with the “business” of talent.
People managers, regardless of your industry or department, this one is for you: Your role in developing talent is critical. You are the linchpin. The one who is most likely to encourage – or stunt – an employee’s growth, development and ultimate success within your team and in your organization. And yes, it may be only one of many functions listed on your job description, but it is arguably the most important aspect of your role.
If the end destination is an engaged, successful long-term employee, how do managers navigate the career path – especially when every employee is unique and at different points along the journey, and there are so many different route options to follow?
Successful navigators, whether in travel or career, follow a roadmap or GPS.
Throughout the employment journey, a manager should be tuned into employee development needs at every turn:
- When interviewing and hiring
- During the onboarding period
- While career planning
- Through the succession identification and planning process
- While promoting an employee (and re-onboarding after that promotion!)
- When an employee prepares to leave the business
Lou Russell, Brittney Helt and I have spent the past several months diving into the manager experience during each stage of employee development and built a simple road map to guide managers’ paths. We are thrilled to launch our new book, Talent GPS: A Manager’s Guide to Navigating the Employee Development Journey, a practical guide for managers to chart their course through this complex process.
Remember, an employee’s success hinges on the support provided by his/her manager. Our job as Learning & Talent Development practitioners is to help managers navigate the journey.
Whether you manage people, or support people who do, you will benefit from having this resource in your collection.