To have talent or to be talent?
Everyone has talent, but it takes more than that to be a talent in an organization.
Everyone has his or her own unique talents and qualities. These are often so central, that the individual does not even notice they have certain talents. But to have talent does not mean you are a talent for an organization.
When are you truly a talent for an organization? It is when an employee stands out in particular talents as well as directly contributing to the organizational goals. For the organization and the talent, it is the right match at the right time. This means that the organization reaps maximum benefits by having someone in the right position with the right talent providing for the highest performance.
To ensure we have the right talent at the right position, it is important that expectations of both talent and an organization are properly managed. On the organization side, this means a clear strategy with objectives; on the talent side, this means focus on ambition, motivation and potential. An organization can actually make a difference if talents are in the right place at the right time while also embodying the statement: “employees are the heart of the organization”. Technology and products are good, but people are at the heart of these.
To determine which talents are needed to meet the organization’s goals, it is important to recruit, develop and retain talents in the organization in a vertical and horizontal integration (as described in previous blogs).