In the modern workplace, most employees work on multiple teams across multiple projects. That is why theirs could be called a Multiple Team Membership (MTM). Naturally, these MTMs work under different bosses within each team. In some cases, one boss could be common to these two teams. It is also well understood that not all bosses are adept at talent management. In fact, a major challenge for these bosses could be when they need to take polar different stances under different projects, especially when one or more of the team members may be common. The good news is that even if the bosses are inadequate at one project, the employee can always rejuvenate if under a more empowering leader in another. Empowering employees has got to be a key tenet to be followed by leaders working as part of different teams.

Source:https://hbr.org/2018/09/research-when-employees-work-on-multiple-teams-good-bosses-can-have-ripple-effects

Uploaded Date:12 November 2018

One of the greatest challenges in talent management is to handle all sorts of people. This is especially true for managing ‘difficult people’. But on closer observation one realizes that a lot of such so called people find success elsewhere. This is because work success depends to a lot on the ecosystem created. The leader periodically needs to flip one’s perspectives to get the best idea. For this low-stakes spaces need to be created where one is allowed to make mistakes in non-critical tasks. One learns along the way. Whatever frustrations arise in managing the people, certain patterns will keep repeating. The leader must identify these to find solutions to the impasse. At times, one simply needs to let go. Certain things will never get straightened, so one has to find a way of working around it.

Source:https://www.strategy-business.com/blog/Theres-No-Such-Thing-as-Difficult-People?gko=8a524

Uploaded Date:10 November 2018

There is now a move to represent diversity at each stage of the corporate ladder. This is also true about networking events. Some ways exist which managers can adopt to ensure such events may be more inclusive. First of all, managers must learn more about employees’ preferences, especially among those form underrepresented backgrounds. The panning committee must have people from diverse backgrounds. More events must be planned where alcohol is not included or isn’t central to it. Similarly, more daytime events ought to be organized. Some events must deliberately be planned outside the work hours. While forging new connections, bosses must show the lead by connecting with people from minorities and diverse backgrounds. Proper analysis must be done on the events’ success and the backgrounds of those attending. Business intelligence about the events must be gathered by asking for genuine feedback from the participants. One needs to look out for the blind spots to gauge this.

Source:https://hbr.org/2018/10/how-managers-can-make-casual-networking-events-more-inclusive

Uploaded Date:10 November 2018

Emotional intelligence is now a major requirement in businesses, but companies struggle to identify them. Some sure signs exist which will help identify such people. Companies must look for people who are resilient, yet show flexibility. Such people will never show guilt for actions beyond their control. They act their true selves during the entire talent recruitment process. They display signs of integrity, emotional honesty, self-awareness, adherence to excellence, an openness to feedback and a great attitude. Such people can manage their emotions better than others. One trait they must possess is empathy towards others. A study by DDI research has even gone to the extent of stating that empathy is the top reason or improving organizational performance.

Source:https://www.inc.com/marcel-schwantes/4-ways-to-tell-someone-has-high-emotional-intelligence-and-is-not-just-faking-it.html

Uploaded Date:09 November 2018

A lot of people and organizations get the talent recruitment process totally wrong. It gets difficult to judge people on the spot, leading to the wrong hires, or the right people who do not fit into the situation. To avert this, the most important quality in an employee needs to be tested for, which is empathy. Contrary to popular perception, empathy can in fact be tested for. Usually people ask aspirants questions about themselves. While answering for themselves, narcissists obviously have an advantage in selling themselves. So, questions such as “greatest strengths” or “greatest weaknesses” must instead give way to “what would coworkers in your last position say was your greatest accomplishment/weakness?”. In this way, candidates can see how their actions can have an impact on others.

Source:https://www.innovationexcellence.com/blog/2018/10/14/the-single-most-important-interview-technique-that-nearly-everyone-leaves-out/

Uploaded Date:09 November 2018

The term ‘CEO activism’ has been coined for the top executives who speak out on political or social issues. Employees are known to support this style where the executives are not merely working at or for a company, but trying to make a bigger difference. What companies must cultivate is values beyond just the ones that will benefit them, termed as ‘shared value’. They must also realize for the sake of the right talent management practices, that employees have now become the most significant interest group. Companies would be well-advised to stay away from popular activism which polarizes opinions as the likes of Uber and Delta have experienced. Whatever talk is made, has to be matched by an equal financial commitment. Direct action for such polarizing issues must only be the last resort.

Source:https://hbr.org/2018/10/when-ceos-should-speak-up-on-polarizing-issues?utm_medium=email&utm_source=newsletter_daily&utm_campaign=dailyalert_activesubs&utm_content=signinnudge&referral=00563&deliveryName=DM17729

Uploaded Date:06 November 2018

Talent recruitment of collaborative and innovative employees is a major challenge right now. Thus, certain steps have been recognized which can go a long way in ensuring the same. First thing to be identified in them must be whether they have any history in drafting, ideating and then implementing serviceable corporate strategy in collaboration with others. Another is their conversational style which must take all together such as their colleagues, subordinates and team mates. The past must display some commitment to the work. A quick way of checking is the presence of testimonials from customers, peers, partners, or even those reporting to them. Any mention of terms such as “partner” or “team” in the title is an indication towards the right direction. Deep scanning must be done on the aspirants’ work ion matrix kind of environments.

Source:https://www.fastcompany.com/90255209/want-innovative-and-collaborative-employees-take-these-steps

Uploaded Date:05 November 2018