Every ambitious organisation has its ideas about the future: within X years we will have achieved result Y, these are the domains in which we will make the difference and here is how we will do it. Once these ambitions are clear, the inevitable follow-up questions come up: how do we get there? How will we achieve these goals? And the most crucial question: who do we need for that? Only with the right talent in the right place an organisation can really make the difference.
Here are 5 steps to find and recognise the right talent.
Step 1: Create an unanimous image of what is required in terms of talent
Finding and recognising talent can prove to be quite a challenge. In the first place it requires an organisation to have an unambiguous image about what it wants, searches for and needs in terms of talent both now and in the future. This is what we call strategic personnel planning.
Step 2: Match the ambitions of organisation and talent
The art is to match the required ambitions, characteristics and qualities of the organisation with those of the candidates, inside and outside of the organisation. It may sound easy, but the reality shows that such a match might be tougher to find than one imagines.
Step 3: Recognise potentials and high potentials
Everybody has a talent, but the art is to recognise the talent that can make the difference for your organisation right now. It is about the qualities present today as well as the potential to be developed over time. We separate potentials; people with the ability to develop one step further in the short run and high potentials; people with high (learning) potential, people that are able to make at least two steps at higher speed. Based on our experience, we know that high-potentials stand out already early in their careers because of their self-conscience, personal ambition, autonomy, and a high level of ‘ownership’ by setting their own goals and the ability to think and act ‘multiple’. In the ORMIT vision we call this ‘Personal Leadership’.
Step 4: the secret of ‘growth potential’
How much growth potential someone has and at which speed the potential can blossom is a thrilling and sometimes difficult question. The key for answering this question lies in the dynamics between the aspects of ‘willing’, ‘being able’ and ‘being’.
Willing has to do with energy and ambition. Being able is about abilities. Being is about the deeper layer that contains one’s own perceptions, emotional patterns and experiences.
In our experience, the growth potential of an individual is the biggest as:
- There is more congruency between the aspects ‘willing’, ‘being able’ and ‘being’ = high personal congruency
- The self-image of the individual matches more with the image that others have of him = high interpersonal consistency
Step 5: The ‘perfect’ match
As the ambitions of the organisation and the talent also show more congruency and consistency, the chances of achieving the organisations’ targets successfully increase significantly. We do not strive for perfection, but plead for well thought-out and consciously taking care of finding, recognising, utilizing and developing talent.
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- How do you find the talent that you need right now? - 15 November 2014