4 posts tagged “talent management”
I like to introduce the idea of the amplified individuals.
Amplified individuals are the new super heroes of organizations. They embraced new tools, applications, practices and social media.
They have 9 super powers.
Mobbability
The ability to work in large groups
A talent for organizing and collaborating with many people simultaneously
Influency
The ability to be persuasive in multiple social contexts and media spaces
An understanding that each context and space requires a different persuasive strategy and technique
Ping Quotient
Measures your responsiveness to other people’s requests for engagement
Your propensity and ability to reach out to others in a network
Protovation
Fearless innovation in rapid, iterative cycles
Open Authorship
Creating content for public consumption and modification
Multi-Capitalism
Fluency in working with different capitals, e.g., natural, intellectual, social and financial
Longbroading
Thinking in terms of higher level systems, cycles, the big picture
Signal / Noise Management
Filtering meaningful info, patterns, and commonalities from massively-multiple streams of data
Cooperation Radar
The ability to sense, almost intuitively, who would make the best collaborators on a particular task
Source:
Amplified individuals, amplified organizations
Andrea Saveri of Institute for the Future
NLab social networks conference 2008
I like to introduce my idea of T Talents.
They are curious people who have deep expertise in one subject matter ( the vertical leg of the T ) and board interest in one or many other subject matters ( the horizontal part of the T ). For example, a friend of mine is an expert in hairdressing, he also have interests in training, community management, events management, singing…
The T Talents idea is a shorten version of the T-shaped people idea. It is like using TinyURL.com to shorten a long web address to a short one. T-shaped people are people who are so inquisitive about the World that they are willing to try to do what you do. They have a principle skill that describes the vertical leg of the T – they might be mechanical engineers or industrial designers. But they are so empathetic that they can branch out into others skills, such as anthropology and do them as well. They are able to explore insights from many different perspectives and recognize patterns of behaviour that point to a universal human need.
Source:
Tim Brown of Ideo
Fast Company 2005 Jun
I share the same view that we need T Talents in the future with Steve Mills of IBM.
The following paragraphs are taken from his thought leadership paper.
In the past and to a great degree, the present - the workforce is dominated by two kinds of people:
1. Business generalists with broad horizontal understanding of the business issues affecting their area
2. Hands-on implementation specialists or people with narrow but deep expertise in a specific, often technical, area.
The future of business demands a new breed of knowledge worker: the T-shaped person who combines broad understanding of business processes ( the top, horizontal part of the T ) with deep practical execution in a specific functional area ( the bottom, vertical part of the T ). People who share the same understanding of the business process ( top of the T ) can team with colleagues with different I-shaped specialties ( bottom of the T ) to cover the waterfront of a business need without losing that common vocabulary and understanding of their shared business objective.
Source:
Steve Mills
IBM Though leadership paper 2007 Jun
I posted the art of start presentation on SlideShare. uasdcomputerclass ask - what is the shopping center test?
The following post is my answer to his question.
The shopping center test is a hiring decision tool. The test is based on - do you like this candidate when you dump into her in your neighbourhood shopping center. If you don’t, don’t hire.
Source:
The art of start
Guy Kawasaki
Pg 112
Portfolio
ISBN: 1-59184056-2
There's one more test to apply to a candidate once you're past double checking your intuition. It's called the Stanford Shopping Center Test. This mall is located in Palo Alto and is close to Menlo Park, Portola and Woodside - communities populated by entrepreneurs, venture capitalists and investment bankers. Whenever you shop there, you're bound to see someone from the high-tech business.
A few years ago, I was at the mall when I caught sight of a Macintosh software developer but he had not yet seen me. I instantly made an abrupt turn in order to avoid having to talk to him because he was a pain in the ass. This experience led me to conceive the Stanford Shopping Center Test. Suppose you are at a shopping center. You see a candidate before he notices you. At that point, you can do one of three things:
1. Scoot over and say hello.
2. Figure that if you bump into him, fine. If not, that's OK, too.
3. Get in your car and go to another shopping center.
No matter what your intuition and a double-check of your intuition tell you, you should only hire and keep people that you'd hustle over to and engage in a conversation. If you find yourself picking option 2 or 3, don't make the hire. Life is too short to work with people you don't naturally like - especially in a young, small organization.
I respect people who do their own thinking. One of them that belong to this "class" is Steve Jobs. He started the companies that given us Mac, iPod, Toy Story, The Incredibles...
He gave a speech to Stanford University students on 12 Jun 2005. I found it very interesting. Attached speech recording and transcript. Check it out surfers!
He shares 3 experiences with the students
1. Connecting the dots
2. Love and lost
3. Death
I found 2 parts of the speech remarkably interesting:
Sometimes life hits you in the head with a brick. Don't lose faith. I'm convinced that the only thing that kept me going was that I loved what I did. You've got to find what you love. And that is as true for your work as it is for your lovers. Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work. And the only way to do great work is to love what you do. If you haven't found it yet, keep looking. Don't settle. As with all matters of the heart, you'll know when you find it. And, like any great relationship, it just gets better and better as the years roll on. So keep looking until you find it. Don't settle. Your time is limited, so don't waste it living someone else's life. Don't be trapped by dogma - which is living with the results of other people's thinking. Don't let the noise of other's opinions drown out your own inner voice. And most important, have the courage to follow your heart and intuition. They somehow already know what you truly want to become. Everything else is secondary.
Stay Hungry. Stay Foolish.
