dispatches from the new world of work

It's All About the Talent

[Our guest blogger is Valarie Willis. Find out more about Val here.]

We have known for years that the focus should be on talent and not jobs. I was intrigued as I read this article today in the New York Times telling people to think of their careers like a business.

Even people inside organizations today should view their work and career as if they owned them. How differently would we act if we approached our work with an entrepreneurial spirit? Would you go after new skills, would you promote yourself more, would you find new projects to associate yourself with?

Talent is still key, work doesn't get done without the right talent in place. Today, however, the way organizations obtain the talent they need is changing. Talent will be brought in for projects, short and long term, and then released, and the cycle will start all over again. People who keep their skills up to date, watch the market for future skill needs, and adapt will survive. Some companies have cut personnel too deep and will be looking for the right talent to bring onboard.

So, now would be a great time to think about how you differentiate yourself in the market when your only opportunity to "interview" may be via one of the social networking media. I recently hired someone from the Elance site to do some IT work for me. I never met them in person—our entire relationship was Web based. From this site, you can put out a request for proposal on what you need done, people bid on the job, and you have your pick of great talent. You can even see the feedback and ratings from others that they have worked for, so it is in the best interest of talent to do excellent work. What if your company put up a public rating scale, how would you fare? How would you rate others on your project team?

It is certainly something to think about as we strive to manage our careers and do our absolute best work.

Val Willis posted this on 10/16/09.

Comments

Val writes: "Would you go after new skills, would you promote yourself more..?"
This is challenging. This implies the new skills are not "more of the same" (another welding technique for a welder) but "more of what a promoted person needs" (project-leadership skills for a welder). To obtain these requires "thinking outside the box". For instance, a welder could learn leadership skills by becoming a leader in a local community activity.
Does this align with what you are thinking, Val?

Posted by Mike L. at October 16, 2009 7:01 PM

Hi Mike,

Yes, that is what I mean. Even people who are still employed and have escaped the downsizing hatchet should be developing new skills. Those who are out of jobs can reinvent themselves to align with the current job needs.

Posted by Valarie Willis at October 16, 2009 8:06 PM

Val, Great article, I couldn't agree more. In today's economy everyone in the workplace must look for ways they can step up and contribute at a higher level and provide added value (just like I have to as a business owner to attract higher quality clients).

Many of my clients and prospects complain to me that employees still tend to show up with an entitlement mentality and are not looking to add to their skill levels to be able to contribute at a higher level.

I recommend to all my clients to institute standards of performance, which includes a certain attitude and mindset. I based it on the acronym of a CHAMP.
C-Commitment
H-Humility
A-Accountability
M-Motivation
P-Preparation
New employees are hired based on those traits and present employees are evaluated on them as well. The Commitment, Humility and Motivation traits all have a component where we expect continual growth and improvement, both within their field and in personal development so the entire organization is always getting better.

I think its the only way employees are going to be able to guarantee themselves long-term employment. Complacency is no longer acceptable in today's economy.

Posted by Skip Weisman at October 17, 2009 10:26 PM

Tom came up with the ground breaking Brand You concept in the 90's that shifted my ideas about how to manage my career. The Me Inc movement is taking that concept to new levels.

Posted by Bev at October 18, 2009 6:52 PM

Talent is the key. You have bang on target there. Without the talent most management will procrastinate in exploiting the market potential or contributing to a new marketing strategy. Its talent that will become decisive in such a scenario. And based thereon, market indicators will become positive.

Posted by Universal at October 19, 2009 7:33 AM

My past three jobs began as projects. They had a stated beginning and end date to them. A project gives you a vehicle to get inside a company. You check them out and they check you out in a low risk scenario. If there's a mutual fit, they normally offer you full-time employment (if that is what you want.) While some companies are more "project friendly" than others, it sure beats the "Here's my resume/interview" approach. You also have to be comfortable with invoicing/shopping for your own healthcare and telling your story

Posted by Andrew at October 19, 2009 10:06 AM

Great blog post, Val. In this economy, especially, I think you're right on. There are so many qualified people looking for work these days that talent alone is the baseline expectation. Combine the right attitude with the right talent and now you're getting somewhere.

What this really speaks to is a new workplace attitude that is required. Entrepreneurial thinking and that "make it happen" attitude is what sets people apart in this economy, leaving the "why me?" bystanders wondering what happened.

Posted by J. Dyer at October 19, 2009 3:54 PM

I think with so few available jobs, businesses that are hiring are definitely looking for the best talent. I think this is something that should be done at all times, if someone is talented and productive, then they are worth the extra money that you might have to pay them.

Posted by Promotional Products at October 25, 2009 1:41 PM

What do you think of the book: Talent is Overrated by Geoff Colvin? Just curious. Author maintains it is about deliberate practice and that we can all strive to be better with practice. I would be interested in your opinion.

Posted by Jann Freed at October 31, 2009 9:08 PM

Just catching up on this blog a bit and I find this entry of yours quite timely in a way, Tom. I'm in the middle of producing a documentary film and it's truly a "mom and pop" type production, about "mom and pop" types of folks. The film historian and nearly everyone involved in the production aspects of the film, we're all doing most of our communicating via e-mails and Facebook. In fact, the Facebook "fan" page for the film -- a documentary about a restored 1800's grist mill -- has shot all the way up to a #2 popularity ranking on the Google search engine -- second only to one of Google's own generated book entries which has been online for quite some time. When I made that little discovery, it actually occurred to me that the way we network for film production, sharing our talents and connecting up with one another via Facebook, etc., has totally changed. Even video production is a different landscape these days. We don't go to Hollywood or advertise our skills in magazines and huge industry directories for that one big job out in California. Instead, what looks just conversations to some people actually IS "the work" getting done. That's how we connect up with one another (call it "social network marketing" ourselves if you'd like, because that's truly what it is.)

Talent is what you find and where you find it. If I -- as a filmmaker -- FIND it via the new social networking sites, etc., it only stands to reason that's one of the newest and most powerful ways to make sure others find me in turn.

Posted by Dan Gunter at November 3, 2009 6:59 AM