Attracting, Retaining, and Engaging Workforce Talent

Yesterday I attended a most interesting Webinar put on by the Concours group on Talent Management.  I learned a few new things that I shared with my newsletter recipients, but mostly I started to really think about the role of my contemporaries in the workforce and how we can influence a new generation of workers. 

In my work as an Executive Coach, I meet many people who are rethinking their careers for all the reasons the reseach suggests.  A more balanced lifestyle, easing out of the corporate world, finding new energy and interests, and being in charge of their own destinies.  Many of us will live really long lives.  Do we really want to be retired for 30+ years?  Those are the questions that are leading many of my contemporaries and coachees to reinvent themselves.  I see people going back to school to learn practical new skills and flesh out their current expertise.  I see people leaving their corporate positions to start their own businesses.  I see young people in organizations and professional service firms thinking about how to capitalize on their opportunities within their organization as their mentors retire.  

What I wonder about is how my generation can actively contribute to sustaining a thriving economy and workforce.  What is the role that as individuals we can play?  I’d love to hear your thoughts and so would my readers.  Please feel free to comment.  In the meanwhile, here’s what the Concours Group proposes in their webinar on attracting, retaining and engaging talent for organizations:

1.  Retire “retirement.

2.  Create bell-shaped career paths.

3.  Design cyclic work.

4.  Create a new definition of full-time.

5.  Recruit at multiple entry points.

6.  Invest in Development.

7.  Offer lateral career opportunities.

8.  Engage hearts and minds.

Where you can find additional information:

“Workforce Crisis, How to Beat the Shortage of Skills and Talent,” Ken Dychtwald, Tamara Erickson, Robert Morison

Writer’s Block When Designing Training

As I sit here at my desk preparing to design curriculum for a client whose project I am totally excited about, I am distracted by the question of “writer’s block.”  What is it that propels us forward to actually start the design process, to put words to paper, to get our creative juices going?  Today is the perfect day for it.  I’m an entrepreneur; it’s a holiday; AND it’s pouring rain.  What could be better for this kind of work?  I have ideas, I have a structure in mind, and I always deliver a quality product on time.  So what’s the catch?  I have a hunch:

 1.  No immediate deadline.  Do I actually fall into this category?  Do I need the dreaded deadline to be creative?  Rule #1:  Establish your own deadline if your client (internal or external) hasn’t specified one.  Isn’t this what we coach others to do?

2.  Lack of clarity.  Last night I dreamt that I couldn’t produce an assignment because the instructions were too vague for me.  I guess that’s a sign.  If you are feeling that things are unclear, they probably are.  Rule #2:  Talk to your client.  Don’t scrimp on the time required to get clear!

3.  There’s too much candy in the store.  If you are like me, you block off days or hours to work on specific projects.  Then the phone rings, the email comes in, one of your colleagues or employees needs you, the computer goes down, the sun shines.  There’s so much to distract us from our work.  Rule #3:  Unplug the phone.  Detach from your blackberry, computer and people.  Shut yourself in and surround yourself with all the things you need, and just FOCUS.  Remind yourself that the opportunities will wait a few hours and the world won’t fall apart without your input either.  Set milestone objectives and reward yourself each time you achieve one.

 So now that I’ve had this talk with myself, I’m going back to my project.  I am reclaiming the next two hours for this wonderful client that deserves my undivided attention.  I’ll keep you posted on my progress and good luck with yours. 

What Makes a Great Guest (or Coach, or Sales Professional or ….) – Inspired by Larry King

Who would expect that watching a fifty year celebration for Larry King would get me thinking about the attributes of great coaches, sales professionals, clients, consultants, you name it.   The other night while watching Larry being interviewed by Katie Couric, Katie asked Larry what makes a great guest.  His response got me thinking.  Larry said they have PASSION; they are able to clearly ARTICULATE what they do; they have a CHIP ON THEIR SHOULDER and they have a SENSE OF HUMOUR.   Larry named a few examples and I started to think about all his guests and who was the most engaging of them.  True enough.  They were all passionate about something, clear and easy to listen to, funny and edgy all at once.  This really struck a chord with me.  I know that all the named attributes are highly valued in coaching relationships for example.  Your coach should exude passion and commitment where your success as a client is concerned.  Your coach should help you achieve laser like clarity and demonstrate laser like clariety as well; your coach should be slightly edgy and by that I mean having the gumption to call it like it is; and your coach should be able to laugh with you and not take themselves too seriously.  You know when I think of Larry’s description of the great guest, it seems so simple and somehow it’s such a gem.  Thanks for sharing Larry.  And Congrats!