“Recently, I was asked if I was going to fire an employee who made a mistake that cost the company $600,000. No, I replied, I just spent $600,000 training him. Why would I want somebody to hire his experience?” – Thomas John Watson Sr.
Some human resource departments hire people because of what they can bring to the table on their first day. Others know that the power of a candidate lies not necessarily in their resume or existing skill sets but rather in their potential.
Learning how to harness the power of talent development can help organizations turn promising prospects into future leaders.
Talent development is the practice of helping people learn and grow in a professional environment. There are a wide variety of practitioners who may be involved with talent development ranging from
While the overarching goal is often to help individuals come together to achieve company goals, talent development addresses the needs of individuals first.
Talent development might focus on:
Assessing employee strengths and interests and finding the right roles for each individual is important too. Team members who thrive separately are more prepared to help the team thrive as a whole.
There are several ways to categorize the different areas of talent development, but most experts agree on these seven:
KeepWOL uses a three-prong approach to talent development that puts individuals front and center while still working toward a common goal.
By creating safe spaces, digging deep into employee psyches and encouraging empathy, KeepWOL promotes employee engagement and strengthens connections.
Choose a “done for you” event and allow our certified experts to guide you through an immersive experience or choose a subscription and enjoy a continual resource to help you develop talent today, tomorrow and years down the line.
Schedule a free demo today to learn how KeepWOL can help you develop your talent.
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There is a deep-seated cultural belief that tells us being vulnerable can lead to our downfall, especially in the workplace where colleagues can be competitors and supervisors are eager to weed out the weak.
