Sue Brooks, Cielo Executive Vice President, wrote an article this week for online community HRZone. The article, The Three Key Skills of Today’s Talent Management Professional, discusses the “ever-accelerating” pace of change in today’s business landscape, and how organizations came overcome challenges that arise with strategic talent management.
As Sue explains, “Talent management is more complex, yet more important than it has ever been … Those that develop most effectively by absorbing skills from other business areas will find their voices heard and listened to where they truly belong – in the boardroom and around the partnership table.”
Excerpts from the article:
1. Learn to talk the language of business.
Talent management professionals are facing an increasing demand to communicate with senior business leaders in a way that the latter can relate with. This ranges from demonstrating bottom-line impact to quantifying the potential risk of inefficient talent strategies. Although this has perhaps been difficult in the past, the sheer quantity of data now available is making it possible for talent management specialists to use figures to clearly demonstrate the financial value of any talent strategy.
2. Learn the skills of marketing and public relations (PR).
Now that the number of job opportunities is on the rise, businesses are recognizing the value of building their own internal brand … This has further evolved the role of those in talent management. The most effective professionals in the discipline will therefore be the ones who can absorb skills from marketing and PR resources, both internal and external, and use them to engage with their own workforce.
3. Learn from everybody.
Perhaps the most important requirement of the modern day talent management specialist is the most difficult to achieve – the ability to be genuinely open minded and absorb skills from any and all areas of the business world. As the role becomes more diverse, it will require well rounded individuals who can liaise with and learn from colleagues from a very wide spectrum of disciplines in order to develop the best talent strategy.
For access to the full article, visit: