Your Business Strategy Needs A Talent Strategy

Last week I was a guest blogger over at CEO.com.  

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So what happens if I create strategy and ‘ignore’ the talent side since we have never paired the two together?”

As a senior faculty member for the Human Capital Institute, I was leading a two-day strategic workforce planning session in Aduja, Africa when that question was posed to me. I stopped in my tracks and tried to take my facilitator hat off while putting my consultant hat on.

I thought, “How could you not?” If the CEO and her team are developing their strategic plan, this process cannot be complete unless the talent implications are reviewed. I like to think of it as shining your strategy through the prism of talent. It is meaningless to conduct or create a strategic initiative if your talent configuration is not there. If your plans are to move your organization to the proverbial “next level,” your chance of being successful is hampered because the consideration of the organizational capabilities is not within the equation.

Today, as business leaders are struggling to get their organizations back on track, the organizational leverage and its connection to the enterprise are becoming more important. The vast majority of companies develop a business strategy that typically covers strategic plans on market positioning, investment, growth and other major initiatives. This is normally a rigorous process; however it is rarely paired to the talent strategy of the organization.

Execution by its very nature begs for talented individuals being in the right spot to increase the propensity of success. You can lay out the best strategic direction covering all the key areas within your organization, but if you are not equipped, or the talent implications are not taken into consideration, your successes could be hampered.

Beware of Self-Appointed Experts — Who Anointed Them, Anyway?

“In the land of the blind, the one-eyed man is King” —Erasmus of Rotterdam

I love quotes, but sometimes one comes across that you have not heard of and it is all too powerful. My interpretation is even someone without much talent or ability is considered special by those with no talent or ability at all.

I had a conversation a few weeks back from a young professional that I mentor. On her LinkedIn page, she listed herself as a “PR expert.” Two years into her career and she was already an expert. How did that happen?

Well it happens a lot. All over the Internet, I am amazed by all the experts, gurus and ninjas. It is great that we have so many experts in the land of the blind. My question is, where do we go to get certified as an expert?

So finally I asked her: who anointed you an expert? She could not accurately respond and she knew she had to remove it from her LinkedIn profile.

So,that made me the expert police. If that was my real job, I would be working 24/7 because the Internet is infested with experts in the land of the blind.

Self-branding: Be careful

Staying Focused, Why Every Career Interaction Is Critically Important

I have a “few projects” that I am working on to get back into corporate. When I responded by asking them to give me an overview, that was when the picture became unclear.

Then the stumbling started and in the end there was a mishmash of  ”give this one a call,” “follow-up this with a meeting,” ” reach out to …” This was not a strategic-driven approach.

When I opened the email, it was a short note [one large paragraph] and a resume. This was in response to someone reaching out to me for assistance to help make an introduction for my business trip to Nigeria this week.

To say I was underwhelmed is an understatement.

What would be your approach?

Finding Your Career Passion — It Takes Listening to Your Heart

“When you follow your passion, success will follow you.”

When I heard that statement, I looked up at the TV. Not really being a TV person, I normally leave it on for background noise.

As I gazed at the TV, I could not let that slogan go. The name of the company did not register but the phrase that they are using as their tag line did.

There has been a lot of chatter about finding your passion in life. As I talk to young people, it seems that everyone is on the hunt for something — whether it is a job or a career. Yes, people are looking and searching for that hidden treasure called passion.

I believe in this statement because as the saying goes, choose a job you love and you will never have to work a day in your life. I do not know who that quote is attributable to, but I do know that it is true.

Problem is, people are in search of it. They spend so much of their time thinking and trying to figure out what passion is.

You won’t find it by brainstorming

The Problem With Meetings? They Cost More Than They’re Really Worth

How much is it costing?

“We just spent over $5,000 for a half-hour meeting,” one of the senior executives said. The meeting was to decide the scheduled lunch hour, and this was the second meeting.

As I heard this, I could almost see an old-fashioned time clock at the conference room door that punched time in and time out. Taking that a step further, we could envision, at the end of the “month,” the exact cost for each one of these important meetings. It would be a sobering report if all of our meeting hours were calculated as such.

How much is it costing?

Just Say No To Meetings!............................

This is a repost of an article by Howard Mavity, Partner at Fisher & Phillips Law Firm.  He is the Workplace Safety/Catastrophic Management Chair.  This post was in reference to a recent post on the Cost and efficiency of meeting.

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I had not previously read posts by Ron Thomas, but based upon his recent TLNT post, “The Problems With Meetings?  They Cost More Than They’re Really Worth,” Mr. Thomas is that rarest of leaders . . .:  an individual with common sense and great judgment.  I relate to Thomas’ comment:

Meetings are the bane of corporate existence.  Whether it is a conference call or a physical meeting, these are part of our process of doing business, and for the most part they are not going away.

Just Say No!

Thomas goes on to conclude:

Five Things You Can Do to Prepare Your Company for a Catastrophic Crisis

This is a re-post from an in-depth interview on crisis management.  The white paper titled: How to prepare your organization for challenging times by Modern Survey.  Looking for more ideas on preparing your staff for a crisis?  To read the full report on Crisis Leadership click on the link.

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While business leaders don’t like to think about it, the list of crises that can hit a company is almost endless.

Ronald Thomas was vice president of HR/organizational development for Martha Stewart Living Omnimedia when Martha Stewart was indicted on charges including securities fraud and obstruction of justice in 2003. 

“Bad behavior in the executive suite. Bad products. Horrible responses to situations. Corporate behavior gone wild. The list goes on and on,” Thomas says.

That list of possible catastrophes includes outside crises — such as a major weather event or a terrorist attack — and planned, expected crises, such as a leadership transition. And the question shouldn't be “what should we do if something happens?” Instead, company leaders should really be saying “Let’s make a plan for when something like this happens.”

Here are five things you can do to prepare your company for a catastrophic crisis.

A Critical Quality You Want in Your Employees? It’s Inquisitiveness

“I want to buy a flip phone; I do not want one of those new phones. I do not text because it gives you carpel tunnel syndrome. I can’t be bothered to use that GPS system [even though he gets lost every day]. I do not do online banking.”

One of the main competencies that any company today should look for in any new employee is inquisitiveness. If you are looking to build a stable of expat-eligible employees, do yourself a favor and move inquisitive to the top of the list.

As I talk to executives across the globe, I have zeroed in on that and, like a pit bull, I will not let it go.

The drive to figure things out

Always Be Looking? Good Advice, But Better to Have a Good Network

“How long were you in the job? Twenty-nine years was the reply.”

Things were good; he was at the top of his game. Headhunters were always calling with opportunities, and he would politely decline. He usually said something about “not being really interested,” and that “things are good here.”

And then, that day came along that we all have seen — he was “ambushed” and he was out. He took a package, as they say.

“We were brainstorming ways to expand my brand and she suggested that I connect with you.”

That statement was from a CLO at a major company looking to expand beyond the corporate role and create a brand around her. She was at the top within her organization and had unfettered access to senior leadership. However, she was eager to become known outside of the organizational cocoon.

Two calls from opposite ends of the spectrum