Allowing Talent: From defining competency to aligning with leadership
Published on Oct 13, 2013
This presentation was created from a discussion in a LinkedIn Group called HR Japan Roundtable between Charles Pribyl and James Santagata, which took place during September 2013.
Here is the link to the discussion: http://goo.gl/WTqWdX
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PRESENTATION OUTLINE
SKILLS & COMPETENCIES
- Can be learned
- Are visible & easy to see
BEHAVIORS & TALENTS
- Potential waiting to be tapped
- Need to probe to find
- Must be developed & aligned
TALENT IS THE DIAMOND - LEADERSHIP SHAPES IT - COMPETENCY GIVES IT PURPOSE
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FRANCHISE PLAYER
COACHES BUILT AROUND HIS UNTEACHABLE TALENT
WASN'T ALWAYS A SUPERSTAR
SKILL NEEDED DEVELOPMENT BEFORE FULL POTENTIAL WAS REACHED
FEW WILL REACH THE NFL
BUT ALL ARE VIRTUALLY EQUAL IN TERMS OF SKILL/COMPETENCY
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COMPANIES MISS TALENT BY:
- Focusing purely on competencies during selection
- Checkbox system for yrs/exp, certification, etc.
- No correlation of skill sets & superior performance
- Applicants that can check boxes may still be inferior
SOME TALENT IS CIRCUMSTANTIAL
RIGHT PLACE AT THE RIGHT TIME OR LEVERAGING A GREAT BRAND
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CANDIDATE A
- Ivy Leager that tests well and has good GPA
- Starts career with great brand company
- Now has track record & social proof, though incompetent
- Moves on to fail at next 2 companies
- Halo effect takes over, so last 2 experiences are "unlucky"
CANDIDATE B
- Weak university & grades
- Very talented & can sell anything to anyone
- Goes to small company that fails despite great performance
- Continues to perform at next 2 small companies
- Performance will be seen as just "lucky" due to low social proof
SKILLS ARE IMPORTANT,
BUT ONLY IF UNDERSTOOD WHAT IS NEEDED AND HOW TO ASSESS
QUESTIONS ABOUT COLORED HAT SEQUENCES & MANHOLE COVERS ARE USELESS
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"NOW LET'S ROLE PLAY"
"PLEASE WALK ME THROUGH YOUR BIZ DEV PROCESSES"
DON'T RELY ON EXPERIENCE ALONE
MOST PEOPLE HAVE 1YR EXPERIENCE x #YRS AT THE COMPANY
IDENTIFYING SUCCESS IS REALLY STATS IN DISGUISE
STANDARDIZED BETA COEFFICIENTS OF THE PSYCHOLOGICAL CORRELATES OF THE TOP SALES PEOPLE...
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FOOD FOR THOUGHT:
- 1 player alone won't make the team win
- Most organizations can't define or deploy correctly
- Even so, still must be aligned and that makes talent not portable
- A team of average talent that is aligned can outperform superstars
- Most talent selection is flawed
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COMPETE AT THE HIGHEST LEVEL
TEAMS THAT ARE COHESIVE, CULTURALLY BOUND, & DEDICATED
WHICH IS THE BEST SALESPERSON?
- Major brand, selling to other major brands, closing big
- Major brand, selling to mid-tier brands, closing big
- No name, selling to major brands, closing big
#3 MUST BE JEDI LEVEL
WHILE #1 & #2 HAVE BRAND, SUPPORT TEAMS, EXISTING PROCESSES, ETC...
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DENNIS RODMAN
7.3PTS & 13.1 REBOUNDS PER GAME
PHIL JACKSON
LET THE PLAYERS EXCEL USING THEIR STRONGEST TALENT
IT WORKED
THE BULLS WON 6 NBA CHAMPIONSHIPS IN THE 90'S
THE BULLS SHOWED PROOF
CHOOSING FOR TALENT, NOT COMPETENCIES IS A SUPERIOR METHOD
COMPETENCY MODEL & SCORECARD
IDENTIFYING TALENT CAN BE DIFFICULT, SO TOO OFTEN HR IS STUCK WITH
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DURING SELECTION, HR MUST
- Separate experience & competency from expertise
- Understand & determine portability of this talent
PSYCHOLOGICAL TESTING
CAN BE A STRONG TOOL FOR DETERMINING HOW TO HIRE & PLACE
96% CERTAINTY
IN SPORTS, THEY CAN MIND MAP AFFECTS OF PRESSURE ON PERFORMANCE WITH
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96% vS 10%
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GENERAL MACARTHER
LIMITED RESOURCES BECAUSE SUPERIORS WERE THREATENED BY HIS TALENT
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REACH HIS POTENTIAL & BE A HERO
AGREED NOT TO RUN FOR OFFICE POST WAR - GOT MEN & SUPPLIES TO
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GREAT IS TERRIFYING
GOOD PEOPLE ARE SCARY TO THOSE IN POWER
TAKEAWAYS
- Competencies measure the basic skills needed to do a job
- Talent is potential to excel that needs to be identified & coached
- Specific talents need to be portable & cohesive to the team
- Talent is difficult to find & measure, there are tools & methods that help
- Talent can have internal barriers, making it even more difficult for HR
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HR JAPAN ROUNDTABLE
THIS WAS A VISUAL SLIDEDECK BASED ON A LINKEDIN GROUP DISCUSSION
CHARLES PRIBYL & JAMES SANTAGATA
MANY THANKS FOR FUELING THE DISCUSSION THAT MADE THIS POSSIBLE!
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