The 5 principles of talent liberation
Talent is not as scarce as we think.
"Ready now" talent may be in short supply, but there are lots of people with the "raw materials", (fitting into the Personal Best, Personal Strenghts and High Potential descriptions of talent). We need to be better at finding ways to tap into this.
High performance is a result of teams, culture and individuals.
Sustainable high performance is achieved through talented teams, an enabling culture and strong individuals - we need to consider all three elements.
We need to be responsive to changing talent needs.
Future business needs may change, to be ready to respond to these, we need to prepare for a range of scenarios by having access to a diversity of skills, experiences and behaviour and being willing to access these in different ways.
Formal processes are only part of the answer.
Formal elements of talent management tend to be bureaucratic and inflexible, they need to be balanced by support for informal approaches and a culture which encourages developing and engaging talent, allowing solutions to emerge.
Success depends on partnership between the organisation and the people.
Motivation is a key component of performance, therefore any approach to talent needs to address this, finding common ground between individual and organisational rather than everything just for the benefit of the organisation.
Who we are
We are passionate about liberating talent throughout organisations. We offer consultancy services, in-house events, workshops, keynotes and a range of talent liberation resources, including our influential book, "From Talent Management to Talent Liberation".
Talent Liberation Masterclass by Dr Maggi Evans
Talent isn't scarce, it's our ability to set it free that is in short supply
Talent Management is now a core part of business vocabulary and we continue to be warned of a scarcity of talent that will bring dire consequences. Can Talent Management help us?
We suggest that Talent Management as practiced in most organisations is not fit for purpose. It is driven by an underlying assumption that talent is scarce; it is based on narrow views of future organisational needs and individual motivations. A more dynamic approach is needed. One that harnesses more of the talent that is lying dormant and that recognises the real challenges facing organisations and individuals in this changing work environment.
In this engaging and thought-provoking event, you will hear direct from the authors of a highly acclaimed new book, ‘From Talent Management to Talent Liberation’. You will hear how Talent Liberation brings new conversations around talent, challenges current assumptions and poses very different questions. This opens new ways of thinking about current and future talent challenges, creating practical ways to limit risk and increase competitive advantage.