Out-of-the-box thinking from Talent & Potential...
If you’ve been in HR for a while, you’ll realise that an awful lot of the standard tools that we provide have not changed for decades. For example, the standard performance-potential matrix (or 9-box grid) dates from 1957! See our Talent Manager – Think Potential toolkit, to see how we’ve reinvented this for the 21st century. Another longstanding (outmoded?) tool is the Personal Development Plan or PDP. In this article we look at a 21st century replacement for the PDP.
How do you create a culture where people actively drive their own careers? In the 21st century it should surely be desirable that people are driving their own development and careers. Yet there is a common problem – that people are relying too much on their manager
So you’re considering hiring Professional Apprentices at 18, in addition to graduates at 21. What do those 3 years of independent study bring to graduates? What do 18 year olds potentially do better?
According to the newspapers, Chief Executives are kept up at night by the talent question. Fuelled by the thought of losing key people, they are suffering a kind of talent-induced insomnia.
One of the best things you can do for your graduates, high potentials and Board aspirants is to provide an Image & Power session for them with a consultant who really knows their stuff. Why?
