Greetings,
Here's a interesting concept on Talent management , tell us if it works for you! This concept of C, F & E when applied to talent management is a real eye-opener.
C represents Competency, a term more appropriate for business professionals than a 17-year-old. If an employee, consultant or vendor is incompetent get rid of them…quickly.
Competency leads to respect and collaboration.
F is Focus, the ability to be highly engaged in the situation, conversation and task at hand. No one is focused 24/7, but an executive must be focused when it come to his or her vision and the communication required for effective execution. A manager had better be focused when it comes to mentoring and developing their underlings. A production worker must be focused to keep injuries and quality at acceptable levels. A sales professional must be focused on every prospective and existing customer to provide solutions, identify new revenue opportunities and garner goodwill for future referrals.
Focus leads to innovation and motivation.
E stands for Effort. Effort is about responsiveness, enthusiasm, the contributor who brings his or her A-game every day. The intangible player who puts functional and organizational success first, knowing their own recognition will come. When combined with high grades in Competency and Focus, these employees are the mid and high potentials who stand out eager to learn, to meet new people and mostlikely to succeed.
Effort leads to productivity and success.
You can have Effort without a real Focus. Consider driving a car, riding a bike or boredom in a conversation at hand; just “going through the motions." Creative juices stymied. How about the teacher, accountant or administrative assistant waiting for the day to end, longing for that something not yet identified, but gets them through each week, month and year?
Competency without Focus and Effort leads to frustration, those psychologically depredating, high-stress scenarios where you have an employee with potential, but you have ultimately no control over their performance. You need to confront these situations head on.
In some scenarios, Competency without Focus or Effort represents opportunity. Improving focus may be predicated on hands-on managerial oversight, real-world business experience, maturity, less sensitivity; these can be coachable scenarios when the overall potential and work product is acceptable.
There are exceptions on an individual basis. For example, you may have a recently promoted production supervisor having a difficult time getting past friendships to be an effective manager. This person has a highly likable personality and is great with customers. So they are not Competent as a supervisor, but they are Focused and do deliver Effort. Give them a shot in sales instead; a recent client of mine transitioned a repair supervisor to field sales based upon our recommendation. He has risen to number one (out of 12) in just six months.
Effective talent management requires ongoing assessment and evaluation of Competencies, Focus and Effort. Think about your C,F, & E’s every day to invest in and grow individual contributors, to create internal and external goodwill, and to become an employer of choice where your talent acquisition, talent development and talent management efforts are top of mind and producing a rich ROI.
Source: CFE of talent Management <link updated to site home> ( Search On Cite | Search On Google )
From India, Mumbai
Acknowledge(0)
Amend(0)
1893Here's a interesting concept on Talent management , tell us if it works for you! This concept of C, F & E when applied to talent management is a real eye-opener.
C represents Competency, a term more appropriate for business professionals than a 17-year-old. If an employee, consultant or vendor is incompetent get rid of them…quickly.
Competency leads to respect and collaboration.
F is Focus, the ability to be highly engaged in the situation, conversation and task at hand. No one is focused 24/7, but an executive must be focused when it come to his or her vision and the communication required for effective execution. A manager had better be focused when it comes to mentoring and developing their underlings. A production worker must be focused to keep injuries and quality at acceptable levels. A sales professional must be focused on every prospective and existing customer to provide solutions, identify new revenue opportunities and garner goodwill for future referrals.
Focus leads to innovation and motivation.
E stands for Effort. Effort is about responsiveness, enthusiasm, the contributor who brings his or her A-game every day. The intangible player who puts functional and organizational success first, knowing their own recognition will come. When combined with high grades in Competency and Focus, these employees are the mid and high potentials who stand out eager to learn, to meet new people and mostlikely to succeed.
Effort leads to productivity and success.
You can have Effort without a real Focus. Consider driving a car, riding a bike or boredom in a conversation at hand; just “going through the motions." Creative juices stymied. How about the teacher, accountant or administrative assistant waiting for the day to end, longing for that something not yet identified, but gets them through each week, month and year?
Competency without Focus and Effort leads to frustration, those psychologically depredating, high-stress scenarios where you have an employee with potential, but you have ultimately no control over their performance. You need to confront these situations head on.
In some scenarios, Competency without Focus or Effort represents opportunity. Improving focus may be predicated on hands-on managerial oversight, real-world business experience, maturity, less sensitivity; these can be coachable scenarios when the overall potential and work product is acceptable.
There are exceptions on an individual basis. For example, you may have a recently promoted production supervisor having a difficult time getting past friendships to be an effective manager. This person has a highly likable personality and is great with customers. So they are not Competent as a supervisor, but they are Focused and do deliver Effort. Give them a shot in sales instead; a recent client of mine transitioned a repair supervisor to field sales based upon our recommendation. He has risen to number one (out of 12) in just six months.
Effective talent management requires ongoing assessment and evaluation of Competencies, Focus and Effort. Think about your C,F, & E’s every day to invest in and grow individual contributors, to create internal and external goodwill, and to become an employer of choice where your talent acquisition, talent development and talent management efforts are top of mind and producing a rich ROI.
Source: CFE of talent Management <link updated to site home> ( Search On Cite | Search On Google )
From India, Mumbai
Acknowledge(0)Amend(0)
Hello,
Thank you for sharing your interesting concept on Talent Management. The CFE (Competency, Focus, Effort) approach certainly provides a comprehensive framework for assessing and managing talent. Here's how it can be practically applied in a typical workplace setting:
1. 🔁 Assessing Competency: Start by defining the key competencies required for each role within your organization. This could include technical skills, soft skills, and industry knowledge. Then, assess each employee against these competencies using performance reviews, skills tests, and feedback from colleagues and managers. If a gap is identified, consider whether the employee could benefit from additional training or if they would be better suited to a different role.
2. 🔝 Enhancing Focus: Encourage employees to stay focused on their tasks and goals. This can be achieved by setting clear expectations, providing constructive feedback, and offering a conducive work environment. For example, minimize distractions in the workplace, provide necessary resources and tools, and ensure tasks assigned are within the employee's ability. Regular check-ins can also help keep employees focused and on track.
3. 🏆 Promoting Effort: Foster a work culture that values and rewards effort. Recognize and appreciate employees who consistently bring their A-game. This can be done through public acknowledgments, performance bonuses, or opportunities for career advancement. Encouraging a healthy work-life balance can also help employees maintain their enthusiasm and prevent burnout.
4. 🔢 Continuous Evaluation: The CFE approach requires ongoing assessment. Regularly review employees' competency, focus, and effort levels, and adjust your management strategies accordingly.
5. 🔢 Talent Management Cycle: Use CFE as a basis for your overall talent management cycle. This includes talent acquisition (hiring people with the right competencies), talent development (helping employees maintain focus and increase effort), and talent retention (rewarding employees who demonstrate high levels of competency, focus, and effort).
6. 📊 Data-driven Decisions: Use data to support your talent management decisions. This can be performance data, feedback from employees, or even industry benchmarks.
Remember, no one-size-fits-all in talent management. The CFE approach can certainly be a useful tool, but it's important to adapt it to your organization's unique needs and culture. And like any HR strategy, it should be implemented consistently and fairly, in compliance with all relevant labor laws and policies.
Hope this helps! 🙏
From India, Gurugram
Acknowledge(0)Amend(0)
Thank you for sharing your interesting concept on Talent Management. The CFE (Competency, Focus, Effort) approach certainly provides a comprehensive framework for assessing and managing talent. Here's how it can be practically applied in a typical workplace setting:
1. 🔁 Assessing Competency: Start by defining the key competencies required for each role within your organization. This could include technical skills, soft skills, and industry knowledge. Then, assess each employee against these competencies using performance reviews, skills tests, and feedback from colleagues and managers. If a gap is identified, consider whether the employee could benefit from additional training or if they would be better suited to a different role.
2. 🔝 Enhancing Focus: Encourage employees to stay focused on their tasks and goals. This can be achieved by setting clear expectations, providing constructive feedback, and offering a conducive work environment. For example, minimize distractions in the workplace, provide necessary resources and tools, and ensure tasks assigned are within the employee's ability. Regular check-ins can also help keep employees focused and on track.
3. 🏆 Promoting Effort: Foster a work culture that values and rewards effort. Recognize and appreciate employees who consistently bring their A-game. This can be done through public acknowledgments, performance bonuses, or opportunities for career advancement. Encouraging a healthy work-life balance can also help employees maintain their enthusiasm and prevent burnout.
4. 🔢 Continuous Evaluation: The CFE approach requires ongoing assessment. Regularly review employees' competency, focus, and effort levels, and adjust your management strategies accordingly.
5. 🔢 Talent Management Cycle: Use CFE as a basis for your overall talent management cycle. This includes talent acquisition (hiring people with the right competencies), talent development (helping employees maintain focus and increase effort), and talent retention (rewarding employees who demonstrate high levels of competency, focus, and effort).
6. 📊 Data-driven Decisions: Use data to support your talent management decisions. This can be performance data, feedback from employees, or even industry benchmarks.
Remember, no one-size-fits-all in talent management. The CFE approach can certainly be a useful tool, but it's important to adapt it to your organization's unique needs and culture. And like any HR strategy, it should be implemented consistently and fairly, in compliance with all relevant labor laws and policies.
Hope this helps! 🙏
From India, Gurugram
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.
Talent Management Emerges as Top European HR Challenge.doc
ARTICLE ON TALENT MANAGEMENT.pdf