22 Oct Talent Optimization
One of the hardest—and most frustrating—aspects of being a leader can be seeing where your company currently is and where you know it can be. Watching teams achieve under their potential is nothing short of heartbreaking for the invested leader and, at times, can be demoralizing.
In order to fix the problem, you may need to consider “talent optimization.” Today, that’s exactly what we’ll be looking at so you can get your team working as effectively as you know they can.
What is talent optimization?
Talent optimization, according to the Predictive Index, “is a four-part discipline that details what’s required for aligning your business strategy and your talent strategy so you can achieve your desired business results. At the core of talent optimization is the collection, analysis, and application of people data.”
In other words, knowing how to put the right people into the right role to get better results.
How to enact talent optimization?
Doing some basic research on the topic, you’ll notice that many authors have their own “unique spin” on talent optimization. Again, the Predictive Index, for example, talks about four disciplines needed to master talent optimization (diagnose, design, hire, and inspire) whereas HRO Today adds a further layer with their “Five steps to accelerate talent management with talent optimization.”
While each perspective that you’ll read sounds a little bit different, the most reliable authority (not to mention the most simplified) comes from the Predictive Index. Here are the four skills needed to get the most out of talent optimization.
1) Diagnose: Using “people data” (or “employee data”), leaders can learn how the team is falling short and what is needed to correct their course. This can include attracting the right talent to your team to fill any gaps in skills.
2) Design: When it comes to people, no plan can be set in motion and dismissed. Unfortunately, talent optimization takes constant analyzation (and re-analyzation) to make sure you are continuously getting the best results possible from your team.
3) Hire: Once you’ve diagnosed the problem and designed the solution, you now need to pull the trigger and hire the right people for the job. But it doesn’t stop there. You’ll also need to retain the best employees for the job by making sure they are feeling fulfilled and satisfied in their role. You can do that with step four…
4) Inspire: Relying on “people data,” a good leader will learn what inspires their team and implement a rewards system that motivates each individual to the maximum extent.