Let’s begin with the good news first.
Getting your business on hypergrowth track isn’t rocket science – in fact, it’s easier than you think, if you have the right talent on your organizational rank and file.
The not-so-good news? This talent isn’t always easy to find.
To reach them, we need to understand them first.
Leaders love purpose. Middle managers crave challenges. Fresh grads adore possibilities. To the HR manager, they may be resources. For the smart HR manager, they’re all talent.
What’s the difference? A Resource will work to make YOU happy. A Talent will work to BE happy.
One need to realize that it’s critical to grasp the difference, in order to build the organizations and teams of the future (after all, nothing begets outcomes faster than workers who are engaged – happily).
Also must to realize that’s – that is exactly what makes talent more difficult to identify. Because one has to recognize it, first.
Here’s our Litmus Test to spot the A players in a crowd of resources.
Figure out whether they are resourceful. This means trouble-shooting comfort-levels, readiness to get hands dirty and composure when things around are falling apart
Next comes coach-ability. It’s not just about accepting criticism positively, but actively seeking it out from mentors with a goal to improve, non-stop. In short, the learner mindset.
Participation is critical, too. The best players will work for the team, and be ever-ready to pitch in with inspiration and ideas.
Risk-taking ranks high in the list as well. Genius is often nothing but serendipity – and you stumble upon your ‘eureka moments’ only when you step out of your comfort zone.
Never underestimate values. The mark of brilliance lies in its ability to work within limits – and it’s usually a framework of ethics that defines those borders best.
To find hard-to-find talent, set in place a culture of communication, review and rewards. Institutionalize a talent audit, incubation and management framework. Find leaders within your ranks, instead of looking out. Work closely with universities. Consult alumni. Work the references.
Look for curiosity, fearless, passion at all times. Appreciate resilience, confidence and the ability to take hard decisions. Create a culture that makes it easy for talent to shine. Give them the opportunity to try new things. And the latitude to do stuff their way.
After you’ve laid down the launch-pad, stand back and watch. Resources that respond by shooting for the stars, aren’t resource at all: They’re the talent you’re after.
Talent can’t be taught. But those of us who deal with talent in a professional capacity every day, must remember to do something much more valuable: Awaken it, every day. And that’s the non-litmus way of spotting talent.
Either way, once you have identified the talent that work for your specific vision, you are ready. For the next phase of hypergrowth.
Got your own recipe for finding diamonds in the rough?