"The people blueprint for decision advantage in great organizations..."
Sunday, April 22, 2012
Same Old Song and Dance...
I continue to be amazed at some of the conversations that learning & talent professionals have about outcomes related to the solutions they put in place. It apparently was a topic of interest again at the Spring CLO Symposium held by CLO Magazine based upon this blog post from David Vance. Vance, the former award-winning CLO at Caterpillar was discussing engagement with stakeholders and senior organizational leaders on the intended outcomes of learning & talent solutions in his blog "The Outcome Discussion with Senior Leaders." This quote is really what struck me...
"Two weeks ago we talked about the importance of discussing outcomes with senior leaders and stakeholders before a learning initiative is undertaken. The topic resonated with many of you. The outcome discussion really needs to occur on two levels. Unfortunately, many learning professionals are not having this discussion at either level."
I have been doing this for a while and I have read about these kinds of thoughts and sat in many discussions at conferences with my peers discussing these things. These were the same discussions like getting a "seat at the table" that so many have opined for so long. To be honest with you...I am tired of having them.
Instead of continuing to have these discussions in my new organization...I decided to do something about it. By focusing on the business strategy and challenges that the senior leaders and top performers were having...I started to reframe discussions about what types of integrated talent solutions needed to be in place to execute the business strategy. It started with asking questions and listening to what people had to say and changing perspectives about what integrated talent solutions could do supporting the business outcomes outlined in the business strategy.
I perceive that people either can't (potential skills & development issue) or won't (you pick the reasons there!) do what we all know needs to be done. So my recommendation is stop talking and start doing it. If you can't or won't do it...find another profession.
J. Keith Dunbar is a Global Talent Management Leader...Creator of Talent, Leadership Capability, and Culture Change...He can be found connecting and sharing knowledge on Google+, Twitter and LinkedIn.
LinkedIn: J. Keith Dunbar
Google+: J. Keith Dunbar
Blog: DNA of Human Capital
The opinions or views expressed here are mine alone and do not represent the views of the SAIC.