Admittedly I’m a few months behind on podcasts, so be patient with me as I discuss a couple of ideas that came across some of my favorites back in May that I just listened to this week. First, I want to talk about the idea of Model/Coach/Care, an approach to management discussed by Microsoft CEO…
This is one for the bloggers in the audience, especially the ones using WordPress. Don’t panic if someone sends you a copyright infringement notice because it might be a scam:
Mark Manson’s hit the nail on the head in his recent newsletter. I think this explains why we have so many politicians who seem utterly incapable of writing, let alone passing, a bill. But they do this in spades:
Clearly, the reality is that work is too much for almost everyone across the entire spectrum, and there are lots of people looking for something better. Something that gives them the ability to be economically stable and also the ability to live a life outside of work with their mental health intact.
The importance of succession planning isn’t just about how do we replace our top executives, it’s also about how do we keep doing what we do when the person doing it isn’t here?
There are a lot of businesses dealing with employees who have resigned, who also have to figure out how they did what they did and how to train the next person to do it when no one ever wrote it down.
Write it down. Make it easy to find. Keep it updated. Because people leave.
They aren’t wrong. With the talent gaps being what they are in a number of industries right now, organizational leaders are turning to development and training professionals for help. Let’s face it, hiring gets a lot simpler if we have confidence that our culture and our internal resources will help these new folks that we bring in grow and continue to offer more and more value. We don’t need to wait for someone who ticks every single box that we are looking for, we can find the folks who are available now who tick the majority of them, knowing that our environment will make sure they tick the others in time.
Doing that successfully is a massive advantage in the competition for talent. Your investment pays off.
But, it puts the pressure squarely on those of us working in training and development, doesn’t it? We have to make that investment pay off.