Comments on: Hidden Talents Part 1: Talent, Retention, And The New Realities http://www.baileyworkplay.com/2008/06/hidden-talents-part-1-talent-retention-and-the-new-realities/ Mon, 15 Mar 2010 14:24:56 +0000 http://wordpress.org/?v=2.9.2 hourly 1 By: Chris Bailey http://www.baileyworkplay.com/2008/06/hidden-talents-part-1-talent-retention-and-the-new-realities/comment-page-1/#comment-808 Chris Bailey Sun, 15 Jun 2008 16:12:11 +0000 http://www.baileyworkplay.com/?p=380#comment-808 Steve, thanks for the dose of experience and reality. I think one area where folks like us can get discouraged is when we realize that our advice is not being heard by executives even though we make all these impassioned arguments for why retention is so vital to the organization's health. But you hit it squarely on the head when you remark: "You pay attention to what you get rewarded for." Somehow we have to work to change the conversation from short-term profit focus to a long-term people focus (and with our economy the way it is, that's going to be quite a feat). It's overturning decades and a few centuries of business thinking but - and feel free to call me crazy - I think we're a hell of a lot closer to creating functional organizations today than yesterday. I hold fast to the ideal that great organizations that understand the value of people are like magnets for the best talent. They believe that people drive profits and not the other way around. So...what must we do to help executives make people and retention one of the top things on their list? Or do we need to be like the Ghost of Christmas Future and show them how things are going to be if they don't alter their thinking and actions? Steve, thanks for the dose of experience and reality. I think one area where folks like us can get discouraged is when we realize that our advice is not being heard by executives even though we make all these impassioned arguments for why retention is so vital to the organization’s health. But you hit it squarely on the head when you remark: “You pay attention to what you get rewarded for.”

Somehow we have to work to change the conversation from short-term profit focus to a long-term people focus (and with our economy the way it is, that’s going to be quite a feat). It’s overturning decades and a few centuries of business thinking but – and feel free to call me crazy – I think we’re a hell of a lot closer to creating functional organizations today than yesterday.

I hold fast to the ideal that great organizations that understand the value of people are like magnets for the best talent. They believe that people drive profits and not the other way around. So…what must we do to help executives make people and retention one of the top things on their list? Or do we need to be like the Ghost of Christmas Future and show them how things are going to be if they don’t alter their thinking and actions?

]]> By: Steve Roesler http://www.baileyworkplay.com/2008/06/hidden-talents-part-1-talent-retention-and-the-new-realities/comment-page-1/#comment-807 Steve Roesler Sun, 15 Jun 2008 04:10:42 +0000 http://www.baileyworkplay.com/?p=380#comment-807 Hi, Chris, Back on the comment circuit after a week conducting meetings involving, in great part, the issue of talent. As you know, this is my favorite area and the one in which I spend the bulk of my consulting and coaching time. Here's what I've concluded: The issue of retention is not actually at the top of the minds of those who run organizations. It may be on the list of proper things to say, but it's not at the top of the list of things to do. What is at the top of the list? The numbers. And more importantly, the short term numbers. Retention is an issue that HR/OD types have raised as a legitimate one because of their unique viewpoint and connectedness to the total organization. From our viewpoint, their should be a war for talent and an effort at retention. However: When you are one of a half dozen or so people at the top of an organization who earn 6 to 7 figure bonuses for delivering increased profitability, you do what the rest of us do: You pay attention to what you get rewarded for. Retention costs actual money. That may not be a rewarding thing, regardless of the expertise and institutional knowledge harbored within certain individuals. In fact, those are the people who are probably costing the most as a result of their longevity and related salaries. It's not attractive--but it's true. Hi, Chris,

Back on the comment circuit after a week conducting meetings involving, in great part, the issue of talent. As you know, this is my favorite area and the one in which I spend the bulk of my consulting and coaching time.

Here’s what I’ve concluded: The issue of retention is not actually at the top of the minds of those who run organizations. It may be on the list of proper things to say, but it’s not at the top of the list of things to do.

What is at the top of the list? The numbers. And more importantly, the short term numbers.

Retention is an issue that HR/OD types have raised as a legitimate one because of their unique viewpoint and connectedness to the total organization. From our viewpoint, their should be a war for talent and an effort at retention. However:

When you are one of a half dozen or so people at the top of an organization who earn 6 to 7 figure bonuses for delivering increased profitability, you do what the rest of us do: You pay attention to what you get rewarded for.

Retention costs actual money. That may not be a rewarding thing, regardless of the expertise and institutional knowledge harbored within certain individuals. In fact, those are the people who are probably costing the most as a result of their longevity and related salaries.

It’s not attractive–but it’s true.

]]> By: Mark Salinas http://www.baileyworkplay.com/2008/06/hidden-talents-part-1-talent-retention-and-the-new-realities/comment-page-1/#comment-803 Mark Salinas Mon, 09 Jun 2008 23:53:48 +0000 http://www.baileyworkplay.com/?p=380#comment-803 Finding talented individuals is challenging enough, but to keep talent is more of a daunting task. Very good post! Mark Salinas Insights on the World of Business Management Finding talented individuals is challenging enough, but to keep talent is more of a daunting task. Very good post!

Mark Salinas
Insights on the World of Business Management

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