Winning Strategies

Talent- The Wise Company's Way to Success

Tom Peters had a book called 'Talent' that he put out in 2005.  It centered around the concept of

not paying lip-service to people.  He challenged organizations to become truly talent-attractive,  an awesome place to work—a place where Talent rules. He tried to convince leaders that the office slave is dead and that it was the age of the Free Agent. Talent doesn't just support the brand—but IS the brand. He advised organizations to use quirky, energetic, and disobedient talent to create their primary competitive advantage.

 

 

 

Then, in the Circle of Innovation, he again brought up 'Talent'.  It is the focus of the companies that have 'rocked it' and excelled beyond belief.  The Ciscos, Googles, GEs, IBMs, really- the makers of incredible brands and products - like Apple- have found talented individuals to relentlessly pursue their passion.

 

 

So, what we can we all be reminded of?  Talent is the key to success in any organization.  Hire talented individuals with gifts and passions that can be applied to your business.  They will do the work of dozens, perform beyond belief, and catapult your company forward.

 

Talent pays off for organizations.  They spurr on others, create a catalyst of change, creativity, and acceleration.  Really- you can't afford NOT to hire talented individuals to set your organization on the right course.

When I was at GE, I wanted to hire a stellar engineer.  She was gifted.  I was in product leadership, and with her, I knew we could do amazing things.  Her pay was above the 'pay grade'.  I bargained hard for her, explaining that she would get the work done of 2 engineers.  Guess what?  They hired her, and she did just that- amazing work year after year.

Rethink your talent strategy.  Hire incredibly talented individuals to set your company on fire.  I dare you.

Vision Required

 

All of the great business leaders have one thing in common; phenomenal vision.  I love the story of Walt Disney.  Concentrating on what he wanted the end product to be, he defined a great vision for Disney World .  It was (and still is) an amazing vision.   He refused to sacrifice in his grand thinking.  Despite the protests of many banks as he tried to get financing, he would not budge off of his vision.  That vision set the mark in which all Disney employees today still strive to meet.  That vision catapulted Disney to a name brand that equals ‘exceeding your expectations’.  He pushed them to be great, pushed them up to a grander vision, pushed them to be faster and better.  He refused to believe that customers would complain, and installed ‘listening posts’ to hear comments people made as they toured his park.  He wanted to know- was the vision resonating where the rubber meets the road?  He wanted to make sure that it did.

In your work life, are you creating a Disney brand that catapults your organization forward?  Are you ‘dreaming up’ a target that is high reaching and exceeding in expectations? Or are you setting mediocre goals and expectations that you know that you can meet that will fall far below the expectations of your customers?

 When we set mediocre expectations and we miss them, we end up with BAD or OK. When we set VERY HIGH expectations and visions and end up missing them, we arrive at GREAT.  Push the limits.  Dream a better dream.  Dream a vision that catapults the thinking of ALL THOSE around you into a higher paradigm.  Shift the thinking to a higher rock.    Install ‘listening posts’ to see if you have indeed exceeded your client expectations. 

You will succeed beyond belief with these small tactics.  Shift your thinking upwards.

Talent costs money

There is no easy way around it. Gifted and talented employees cost more. So- why do you pay more for them? Well- they achieve more. Often, if you can hire employees to work for you in the areas that they are passionate, they will be able to do the work of 3 people. Gifted employees change your business. After a period of time with them on board, you begin to see that your organization thinks and acts differently- your company becomes more successful.

So- why do companies struggle at valuing these talented employees? Well- to be frank- they 'break the mold'. You try to fit them into a category that doesn't exist. Over time, having these talented employees on staff moves your company forward. It gives you an edge. It helps you summit. You will not summit without them. They are innovative- but that innovation challenges conventional thinking and moves "cheese" that has been in one place for a very long time.

True market success changes the game. You will find that departments or components of your company likes things just the way they are. Accept that. Decide if you truly want to change the game or if you are just in it for the ride. If you really want to change the game, you will hire game changers and ensure that you retain them. You will be open to moving your cheese.