Fired Again? What did you learn?

The response to getting fired can range from happiness or relief to out-right depression. It's important to take the time to review not only what went wrong, but what worked and what you can apply to future situations.

Linkedin Influencer Salley Krawcheck wrote that her exprience with re-structuring and losing her position involved seven lessons.

Lesson Number 1: If it feels too good to be true, it probably is. 
Lesson Number 2: The power of culture.
Lesson Number 3: Face time still matters.
Lesson Number 4: A sponsor matters even more.
Lesson Number 5: Business results are not everything
Lesson Number 6: The Good News: A strong outside network helps a lot.
Lesson Number 7: The Best News: Gratitude helps even more

Lesson 6 is of particular importance. Your network can not only help you analyze your situation and be a sounding board, but could be the source of new positions and opportunities.

Read more about Salley Krawcheck's lesson in,
Seven things I learned when I got fired again..

Hire Quality provides organizations with executive recruiting services. Our expertise in Talent Management and Executive Coaching can help your business retain talent and develop high performance management teams. Call us to discuss your needs,. 705.734.2698

The Up Side of Losing Talent

Having a star performer or company leader depart for another company can be devastating for a business and can pose a huge set-back. Project work can stall, the culture can be disrupted, and it can take time to find the right replacement.

How can there possibly be an Up Side to having talent walk out the door?

Andrew Shipilov, writes in the HBR Blog that losing talent is not always bad.

He noted that a recent study about the Fashion Industry found that when designers leave a fashion house they tend to stay in touch with friends and former colleagues from the old job. "These ties act as communication bridges through which former colleagues can learn what the designer is up to in the new job. And when several designers leave to work for different fashion houses, the colleagues staying behind build bridges to lots of companies."

McKinsey consultants use this principle to keep contact with former co-workers, which may end up being future clients. Shipilov adds, "To be sure, we are not talking about industrial espionage here. The positive effects of communication bridges on creativity come from friends catching up with friends in very general terms about what is going on in their professional lives."

I suppose one way of looking at it is bridges between companies, but I think this is just an example of business networking. As people move around in their careers they build their professional networks with former colleagues.

Can your organization benefit from being better connected to a high quality business network? Of course it can, and so, this "Networking Effect", could be considered an Up Side to losing talent from your organization.

quoted source:
Is losing talent always bad? by Andrew Shipilov

Seven Ways Talent Management Connects to HR

 

Talent Management

Talent Management is not a commonly used term outside of the human resources world, so it may be new to many of you.

You might first think of the entertainment industry and the job of managing stage acts, but in business the term is widely used to describe the overall HR strategy around managing people in the workplace.

 

And here's the reason to sit up and take notice of Talent Management in HR - As it's now a best practice process and is being used to gain a competitive advantage. It's also a key component of a business strategy to differentiate organizations from the competition and can be directly used to achieve desired corporate goals.

 

According to Wikipedia, Talent management refers to the anticipation of required human capital the organization needs at the time then setting a plan to meet those needs.  The field dramatically increased in popularity after McKinsey's research and subsequent book on The War for Talent.

Talent Management is defined as the science of using strategic HR to improve business value and make it possible for companies and organisations to reach their goals.

Everything that is done to recruit, retain, develop, reward and make people perform is part of Talent Management as well as strategic workforce planning.

A Talent Management strategy needs to be linked to the business strategy to make sense. and it encompasses seven main areas of HR:

1) Recruitment and selection: Using the best processes to hire the “right” talent for your organization.

2) Performance management and coaching:  Managing the performance of your talent and providing the coaching needed to improve individual and team performance.

3) Employee development and training: Developing your employees and helping them identify their skill sets to maximize their potential.

4) Compensation, rewards and benefits: Rewarding employees with the proper structures in place to ensure they meet their financial needs.

5) Success planning and leadership development: Planning ahead for emergencies and creating new leaders.

6) Compliance, policy and procedures: Meeting corporate legal obligations and correctly handling employee relations.

 

7) Cultural and Corporate identity: Managing the desired corporate culture and making sure employees understand the vision, mission, core values and beliefs.
 

In conclusion, think of Talent Management as a strategic system and process and another component of an overall corporate strategy.

 

 

Hire Quality partners with clients to build high performance teams by recruiting and selecting new talent and by upgrading current staff through training and development. For more information go to www.hirequality.ca or call 705.734.2698