WE are in a time when raw talent is being showcased through the FIFA World Cup.
As leaders, we pick mistakes and mastery from coaches and those they lead.
Managing talent comes with its own challenges and opportunities.
When talent is well managed, it brings amazing results and value.
This week, we saw Zimbabwe talent trending across the globe in the form of Sukoluhle Nyathi who authored the book, The Polygamist, which was adapted to by Netflix.
The exciting part is that Sue has always featured in Southern Eye/ NewsDay.
No manager or leader would want to have extra baggage at work nowadays.
They need human assets with talent.
- Cops Arrested For USD 10 Fraud
- Wife attempts to murder husband’s lover
- Accountant in court for US$52K fraud
- ED challenger further detained
Keep Reading
That will make the company make profits, capitalise on the limited resources and increase brand equity.
As leaders are we able to spot talent before it becomes famous?
Recruitment and talent
At times, companies have to learn to head hunt the proper talent, and reward it so as to retain it.
When employing people, human resources professionals should have an eye for talent, potential and traces of greatness.
At times, talent comes from unlikely sources.
One TV show I love is America has Got Talent.
The judges at times pick the unlikely people, but because there is that outstanding uniqueness, distinction and peculiarity, they pick it and groom it into greatness.
In addition, the Harvard Business Review (HBR) said: “Committed line leaders and gifted HR managers together create an organisational climate of spirit and energy — a magnet for the very best professionals. Their talent policies are built to last but are constantly under review, to ensure that they can respond to changing conditions on the ground and to cultural differences across the globe.” (HBR- 2014)
Provide opportunities for growth
You can lose top talent if you don’t have opportunities for growth.
Human beings are creatures who want to progress and grow.
The moment you thwart growth, you repress creativity and innovation.
Talented people want to associate not only with performance-driven, but with purpose–driven companies as well.
Leadership styles
Leadership styles determine how talent is treated and appreciated.
In some companies, there are great moral and financial benefits for employees, but the leadership has a negative attitude, lacks emotional intelligence and it is autocratic in its approach.
There is too much control and command instead of positive influence and motivation.
People love to work in a healthy space, conducive for positive personal, spiritual and cognitive growth.
Remember, as a leader, you can cultivate a positive atmosphere.
Read more on leadership styles and learn to lead better without inflicting pain on others.
There should be an authentic connection between the leader and the employee.
Brand equity
Most people want to work in a company which they are proud to contribute significantly.
As long as there is that palpable sense of pride, people are willing to associate with something bigger than them.
A square peg into a square hole
It is important to deploy talent to the right position.
This is simply putting the right talent to the right roles and duties.
When people are in the right position, they do their work naturally and seamlessly.
For example, it is easier for a writer to work as a newspaper writer than as an accountant.
Parting point: In an article written in the Gallup, David Henderson said: “Your current talent has gotten you to where you are at that moment, but is unlikely to get you to where you need to go.”
