Talent 2.0">Talent 2.0
Interesting, INTERESTING brain dump from Elliott Masie on “Talent 2.0.”
One of the things Don Tapscott (Wikinomics) was very passionate about yesterday was about the future of talent management and retention. Elliott shared some pretty radical but insanely genius points that I’m sure he’s collected from a host of people over the conference.
What if your company had a hiring model where you weren’t trying to hold onto people for 30 years? What if you only tried to hold onto workers for three years and embraced the fact that your talent will leave… learn more… and come back — probably several times in the span of their careers? What if instead of hoarding all the big learning events for managers, your company made it a policy to on-board your workers with a very advanced set of skills and certifications that are transferable throughout your organization and others, like LEAN/Six Sigma, PMBOK, PMP, BABOK and so on? What if you profited from your workers wanting to leave, by contracting them out to your business partners, clients, competitors or even organizations in different verticals than your company’s? What if not only your organization was known for its products or its customer service… but that your model of employee development could become a profit center? What if your company kept up with what your alumni workers were doing and maintained relationships with them to return to your company as consultants, contractors or even clients?
The big thing is that no one really knows what’s going to work in the coming shifts in the demographics of the workforce. No one really knows how well the methods employed in learning and development work NOW. But there are ideas floating around that paint a picture. I’m going to be reading a lot more on this topic, because I find it fascinating, provocative and most of all, truthy.
Hi Aaron! The only problem I have with this line of thought is that the employee is always referred to as “your employee” as if the company still “owns” the employee. Its like saying we, the company, need to come up with ways to allow you to move into other companies and then come back.
The quote I’ve heard recently is that there isn’t a war for qualified employees going on…its a war for talented employers. In my mind that translates into “can you handle how I work, and what I offer?”
In the end its always going to be about what you can DO. If its worth being done then someone will recognize that you can do it and pay for it.
That’s the short version. Companies need to let go of the fantasy that they somehow “own” and “manage” the future workforce’s existance.
BTW – killer blogging of the conference. Loved every post. Thanks!
That sentiment was echoed at this meeting (the war is for talented employers — not talented employees).
It’s obvious that there’s no obvious scenario that gives the Cliff’s Notes version of how the change in demographics is going to roll… but one thing is certain, and that is that change is going to happen.
The boomers running corporations right now, either at the C-level or on their Boards, need to start figuring out succession planning on a mass scale. Gen X, Gen Y and Millenials are going to be running the show in five years (or less). And to pull a quote, “you’re either with us… or against us.”