Talent Management

by Rachel Brushfield

Learning and development for talent

Hide not your talents. They for use were made. What’s a sundial in the shade?

Benjamin Franklin

Talent are likely to be bright and they want and expect to develop fast. They may be put on a specific talent management programme, in which case you will need to release them to attend training sessions. As they are considered to be a good investment, providing a sound payback, they are likely to receive a disproportionate amount of time and budget for training. This can cause resentment among the rest of your team.

  • Make time to develop talent yourself.
  • Ensure that you are skilled at using a coaching style of management to help them to think through challenges themselves (see the topic on Coaching).
  • Encourage them to create an Action Learning set to help them develop alongside and talk with other talent peers in the business.
  • If your company has a talent management programme, be flexible in releasing them from commitments.
  • Find out whether your company has a mentoring scheme; if not, encourage them to find a mentor, internally or externally.
  • Encourage them to network internally across different departments.
  • Fund them to have an external coach so they can achieve more, faster, while having an objective, confidential and supportive sounding board to discuss things they may not be comfortable discussing with you.
  • Be clear about how talent are going to be developed, within what timeframe, what you are responsible for and how it will be measured.

If it feels as though you are giving a lot and not getting much back, remember that they may recruit you in the future and influence your career, so don’t inhibit theirs!