Human Resources - Talent Management Through Talent Intelligence

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Human Resources - Talent Management Through Talent Intelligence




Years ago Howard Gardner initially identified seven multiple intelligences. Later Daniel Goleman furthered added to that discussion through his work with emotional intelligence. Now with human capital slowly becoming the competitive advantage there is a new focus on talent intelligence.

As in the case of any intelligence, measurement is required and that leads to analytics that allows for determining below, average and above average performance. Of course for that to happen requires first identifying the talents, in the case of talent management, defining them and then determining the observed behaviors.

Dr. Robert Hartman through his work in the science of Axiology subscribed values to feelings. His work in this science allowed him to not only measured how people make decisions both externally and internally, their external and internal levels of optimism and pessimism, but to identified those key attributes or talents that contributed to the overall decision making process.

Some of these key talents also had the capacity to be motivators:

Material Possession
Personal Relationships
Self Improvement
Sense of Belonging
Sense of Mission
Status and Recognition

For those in human resources as well as executive coaching and organizational developmental consulting, Hartman's work can improve the understanding of performance by uniting the decision making process with talent management. From this effort, human resource professionals can begin to align specific talents to key roles and their respective responsibilities. In simpler words, making sure the right people are in the right corporate bus seats provided the culture of the organization is not toxic.

Just imagine for a moment your executive or middle management had a better understanding of how people utilized their talents when making a decision? What would this mean for the overall performance of your team?

Unfortunately even though organizations say they value their people and hence the collective strengths of their workforce, their actions indicate otherwise. For example, when reading any corporate report, there are always the following Chief Officer designations:

Executive
Operations
Financial
Information
Technology

Yet, if people are the most important element within the business or organizations, where is there the Chief People Officer?

So if you want to leverage all that human capital currently being managed by your human resource department, then the executive level management team needs to truly understand talent intelligence by establishing the true value of human capital. By taking this step, alignment begins to happen between strategy, structure, processes, rewards and people leading to improved results and much happier customers as Jay Galbraith described in his 5 Star Model for organizational development.

Do you know what your talents you have? Learn more about how to maximize your strengths and create a culture of high performance.

Executive coach and consultant, Leanne Hoagland-Smith partners with innovative leaders who quickly want to improve team results and are willing to be uncomfortable in that process. Call 219.759.5601 CDT USA to just have a conversation about the results you are seeking.

P.S. Download this free leadership skills audit because the real Issue is not "Do they (you) know it," but "Do they (you) want to do it?"

Article Source: http://EzineArticles.com/expert/Leanne_Hoagland-Smith/6319


Article Source: http://EzineArticles.com/4698836




_(By Leanne Hoagland-Smith).

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