Download The Science of Talent Management

The Science of Talent Management –
Beyond Talent Management
Zogan ML Opperman
CONTENTS
• Context - Illiteracy in the 21st Century
• The Science of TALENT Management
 Talent Management?
 What is the study of Genetics?
 The DNA of Talent Management.
 The Chemistry of Talent Management.
 Leadership
 Teamwork multiplies your Talent.
 Team Performance
 NeuroScience
 Became someone who get Extraordinary Results
Background
The management of the talent value chain touches
on an organisation's entire ecosystem, from
strategy, engagement, assessment,
communications, implementation, measurement
and enablement.
– CCL LEADERSHIP Akiva Beebe 2016
Illiteracy in 21st Century
Illiteracy in 21st Century
“We now accept the fact that learning is a lifelong process of
keeping abreast of Change” Peter Drucker
Agility of thinking, adaptability and tolerance for ambiguity will be
more highly valued than strong technical skills alone.
Dr. Tara Swart – Neuroscience for Leadership.
Behavioural Literacy Definition:“No one knows what specific challenges we will face in the future, but
we have a strong idea of what the leaders who can meet them will look
like and how they will get to be that way.” Leadership Machine.
Behavioural Literacy Definition:“No one knows what specific challenges we will face in the future, but
we have a strong idea of what the leaders who can meet them will look
like and how they will get to be that way.” Leadership Machine.
Behavioural competencies are the universal common
denominator – they drive performance and success.
Competencies are measurable characteristics of a human
being.
A competency may be a Behavioural skill, Technical skill,
an Attribute (such as intelligence), or an Attitude (such as
optimism).
Talent Management
Talent management is the science of using strategic human resource
planning to improve business value and to make it possible for
companies and organizations to reach their goals. Everything done to
recruit, retain, develop, reward and make people perform forms a part of
talent management as well as strategic workforce planning.
What is Science?
The intellectual and practical activity encompassing the systematic
study of the structure and behaviour of the physical and natural world
through observation and experiment.
Genetics Definition
The study of heredity and the variation of inherited characteristics.
Gene Codes for Blue Eyes
Gene Code made up of 4 letters A-C-G-T
The DNA of Talent
(Talent Genome Solution)
The DNA of Talent
A genome (pronounced jee-nome) is all the genetic
information, the entire genetic complement, all the
hereditary material possessed by an organism. In other
words, it is everything we could possible be.
Geneticists used to think that if one could map the genes
contained in the nucleus of each cell, which are made up
of strands of chemicals called DNA, one could predict
exactly what type of person an individual would be: their
features, illnesses they may develop, how smart they
would be and so forth.
Talent Genome Process
Our aim with the Talent Genetics was to identify the basic building blocks
of human behavior (genes), understand what these behaviors look like
(gene expression) and find ways to alter that behavior (gene therapy) to
reduce negative effects (illness).
We believe that with the proper motivation, understanding, and
information there is no such thing as a behaviour that cannot be
remedied.
There are 60 building blocks (competency model), and everyone has a
different combination of them. In other words, they occur in a different order
(strengths and weaknesses) and in different combinations.
By understanding the building blocks — yours or someone else’s — you
will be able to increase the probability of success by identifying
development strategies for adaptive leadership.
Building Blocks
of Organisation
Building Blocks of Organisation
Individual
Manager
Culture
Culture
Organisation
Building Blocks of Organisation
Talent Genome Process
The Chemistry of Talent
The Chemistry of Talent
The Chemistry of Talent
The periodic table of the chemical elements is a tabular method of displaying the chemical elements, first
devised in 1869 by the Russian chemist Dimitri Mendeleev.
Mendeleev intended the table to illustrate recurring ("periodic") trends in the properties of the elements.
The layout of the table has been refined and extended over time, as many new elements have been
discovered since Mendeleev's time, and new theoretical models have been developed to explain chemical
behavior.
Various layouts are possible to emphasize different aspects of behavior; the most common forms, however,
are still quite similar to Mendeleev's original design.
The main value of the periodic table is the ability to predict the chemical properties of an element based on
its location on the table.
It should be noted that the properties vary differently when moving vertically along the columns of the table,
than when moving horizontally along the rows.
The periodic table is now ubiquitous within the academic discipline of chemistry, providing an extremely
useful framework to classify, systematize and compare all the many different forms of chemical behavior.
The table has also found wide application in physics, biology, engineering, and industry.
The Chemistry of Talent
The Chemistry of Talent
The Chemistry of Talent
The Chemistry of Talent
The Chemistry of Talent – People Intelligence
1. Workforce Planning
2. Attraction and Selection
3. Organisational and
Workforce Development
4. Performance Management
5. Workforce Movement
6. Knowledge Management
7. Leadership Development
8. Change and Culture
1. Leadership
Manage Others
Leadership Development
•Letting go of work which defined previous successes
•Effectively managing the performance of other
people
•Focusing on the team agenda rather than individual
agenda
•Putting trust in other people to deliver results
Manage Managers
•Creating time for less tangible activities (e.g.
coaching or mentoring)
•Managing through other managers rather than
directly
•Communicating and influencing with a wider circle of
stakeholders
•Broader knowledge of the organisation and how to
get things done
Manage Function
•Communicating through two levels of management
•Learn about and value aspects of the business that
are not within their direct experience
•Monumental shift in thinking - longer timeframes,
different trade-offs have to be made
•Emotional fortitude and personal authenticity
become as equally important as business skills and
knowledge
Manage Business
•Going from running own show to running a number
of shows
•Valuing the success of other people - can be difficult
for results-oriented people need to be able to take
hard decisions
•Shift in a way of thinking from a functional
perspective to profit generation
Leadership Development
Team Work (Diversity) Multiplies Talent – Team Performance
Jamaican mens 4x100m relay
team smashed the OR (37.10) and
WR (37.04) Winning team include
Bolt, Blake, Frater & Carter.
NWR 36.84
4 x Bolts at his best of 9.58 would
have completed the relay in 38.32
4 different individuals working as a
team breaks the WR record.
Reverse the Mathematics
36.84/4 = 9.21 per 100m per
athlete.
Right
Left
Neuroscience And Talent
LION
Neuroscience And Talent
L1 – Upper Left Quadrant
Facts
Money
Focus
Logical
Realistic
Clarity
Control
Performance
L2 – Lower Left Quadrant
Form
Timing
Repetition
Routine
Tradition
Neat & Tidy
Organised
Detail
Practical
Plan
R1 – Upper Right Quadrant
Future
Enquiring
Risk-taker
Flexible
Imaginative
Strategic
Vision
Unorthodox
Daydream
R2 – Lower Right Quadrant
Feeling
Compassion
People Focused
Non Verbal Communication
Responsive
Expressive
Group Focused
Sensitive
Touch
Neuroscience And Talent
Neuroscience And Talent
Science of Performance & Happiness
Contribution –
is the effort an individual or team
makes
Conviction –
is your short-term motivation
Culture –
is the extent to which you feel you fit
at work/anywhere
Commitment –
is your long-term engagement
Confidence –
is your belief in your own abilities.
These 5C’s are all underpinned by TRUST, PRIDE and RECOGNITION
BUSINESS LESSON FROM BIOLOGICAL SYSTEMS
IMMUNE SYSTEM
BUSINESS LESSON FROM BIOLOGICAL SYSTEMS
IMMUNE SYSTEM
Biological System
Business System
1. Redundancy:• 3 Layers
• Skin
• Phagocytes
• Antibodies
1. Talent Governance
2. Diversity:• White Blood Cells
• Red Blood Cells
• Antibodies
2. Team Work
3. Modularity
• Design of the system
• Skin (outer layer)
• Rapid reacting System
• Target Adaptive System.
3. Talent Value Chain
If 1 system fail the other compensates
BUSINESS LESSON FROM BIOLOGICAL SYSTEMS
IMMUNE SYSTEM
Biological System
Business System
4. Adaptation:• Doesn’t matter what foreign bodies it
encounters it will fight it.
4. Talent Agile
5. Prudence:Not only will it fight foreign bodies, detect
and identify threats & remember what it
did, in doing so build intelligence should it
encounter it again.
5. Talent Analytics
• People Intelligence
• Predictive Intelligence
• Connective Intelligence
• Social Intelligence
• Contextual Intelligence
6. Embeddedness
• The immune system forms part of the
human body and it is embedded in other
system e.g. Nervous, Digestive, Cardio
and Pulmonary systems.
6. Business Processes
Talent management Embedded in your People Strategy,
and is it aligned to the Business Strategy.
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Anticipate Change
Generate Confidence
Initiate Action
Liberate Thinking
Evaluate Results
THANK YOU.
Details
Zogan ML Opperman
[email protected]
0834517194