Management
with them.
Discuss with the members of the talent pool how they want to define themselves – let them develop clarity on who they are and what they are here to do and then introduce them to the rest of the organisation accordingly.
Let them earn their stripes
When someone enters a talent management programme they have usually been chosen because they have the potential to add real value to the organisation but they haven’t actually done it yet!
Just like the new signing for a big football team – the new star player – who arrives with some fanfare and on the back of a big signing bonus, the first thing that person is going to want to do is justify their place on the team and the same applies to the members of the talent pool.
Guide them towards the areas where they can genuinely add value and then let them develop and implement the solutions. Give them the chance (with support if required of course) to “earn their stripes” and to feel that they have earned their place in the talent pool. Allow them to demonstrate their competence to their new colleagues then watch their confidence soar!
Let them grow
The ones chosen for your organisation’s talent pool may well be capable of great things in the future but there needs to be an acceptance that they will need, to some extent, to grow into their roles.
So let them.
Encourage them, nudge them towards and get them excited about growth – both personal and professional! Make it clear that what you want is to see them fulfil their potential.
Give them control over their own development and encourage them to aim high and realise their full potential!
Based in Glasgow, John started his career in sales but quickly found his calling after completing a secondment to training.
An L&D professional for over a decade now, John has brought his training delivery, design and coaching skills to a range of organisations from across a range of sectors including financial services, telecommunications and charities.
http://www.johnmckinstry.com/