How to Develop People

Any organization develops people; it has no choice. It either helps them grow or it stunts them… In developing people the lesson is to focus on strengths. Then make really stringent demands, and take the time and trouble (it’s hard work) to review performance. ¹

Do you even have a talent management practice yet? I’d say that pretty much every large organization has a “VP of talent” or something similar. However, the small and mid sized businesses may be lagging behind a bit.

While everyone has performance and compensation management processes, how effective these are without the appropriate planning, communication, strategy and technology behind them are suspect. Unless you’re rolling out things like performance in a very methodical way and ensuring your managers apply process, policy and brand in identical ways, your employees will never get similar experiences. As you know, managerial ability is too variant to be depended on.

Get the right competencies into your organization to manage talent, and then implement strong (strategy compatible) systems behind the people.

1. Drucker, Peter F. “The Daily Drucker.” HarperCollins, 2004. Page 275 [back]

This entry was posted on January 2, 2007 at 1:00 am and is filed under HR Strategy, Talent Mgmt. You can follow any responses to this entry through the RSS 2.0 feed.