Talent Management In the Post-Covid World

Important: GDPR Email Preferences

As you may already know, the EU General Data Protection Regulation (GDPR) will be coming into effect on 25th May 2018. We take your privacy seriously and we are working hard to ensure we comply with the new data protection laws. You can find out more about how we're doing this in our privacy policy on our website.

We want to make sure you continue to receive the latest newsletters, blogs, special offers and more.

As someone who has opted-in to receive our emails in the past, we’d like to give you this opportunity to confirm what you wish to receive:

Just so you know, if you don’t let us know what kinds of emails you want to receive from us, we’ll stop emailing you on the 24th May 2018 - you'll be missing out!

You are of course free to change your mind at any time – just follow the link at the bottom of any of our emails.

Talent Management in the Post-Covid World

Talent management is the art of identifying, training, motivating and nurturing those special people, who we think have high potential and are therefore worth investing in.

In the post-Covid world, there will be more remote working from home, which means that the specific qualities that we use to define those with high potential has changed, which means that talent management must also change.

Talent management post-Covid has changed the specific attributes that define the concept of people with high potential, but before we get into the details of those changes, we need to reaffirm that many things have not changed and never will.

Talent managers have always sought people with a set of core, universal qualities that distinguish them as worthy of investment.

Talent managers look for these personal factors:

1. Raw Intelligence.
2. Natural talent.
3. Willingness to learn.
4. Honesty.
5. Commitment.
6. Cooperative nature.

Reflective Question:

What would be the consequence of any person of talent, who was marred by any one of the following flaws:

1. Idiocy.
2. Ineptitude.
3. Unwilling to learn.
4. Dishonesty.
5. A lack of commitment.
6. Uncooperative nature.

The personal qualities that were sought-after pre-Covid, are now somewhat obsolete and new qualities have taken their place.

Reflective questions:

1. What qualities which used to be in-demand in a busy, open-plan office, may now be considered, non-essential?
2. Which qualities, that used to be not important, have become more important when people are required to work from home, away from their colleagues?

Training talent.

Talent management and training was often done via mentoring, by a more senior member of the team.

Post-Covid, it may not be possible to be personally mentored, so the rising stars, must be ready, willing and able to self-study. They must be more able to learn by reflecting on their own personal experience.

Reflective questions:

1. How many people are able to judge themselves objectively, in order to discover their weak points, admit to them, and work to eliminate them? Why would this ability be crucial to post-Covid talent?
2. How many people are blind to their weaknesses and justify them, rather than rectify them? Would these people be good candidates for the post-Covid talent?

Motivating and nurturing people with talent.

In the pre-Covid times motivation came from outside agencies such as managers and team leaders, who would supply a constant stream of appreciation, thanks and praise, a pleasant working environment and friendly office atmosphere.

Those days are gone.

Post-Covid, people must be able to motivate themselves, by more introverted means:

• Personal goal setting and high ambition.
• High personal standards.
• Good prioritisation skills.

Talent spotters need to identify those people who have an internal locus of control and who do not have a need for constant social interaction and friendly company.

Talent spotters must recalibrate their scales, and now look for a different kind of talent.

About the Author: Chris Farmer

Chris Farmer is the founder of the Corporate Coach Group and has many years’ experience in training leaders and managers, in both the public and private sectors, to achieve their organisational goals, especially during tough economic times. He is also well aware of the disciplines and problems associated with running a business.

Over the years, Chris has designed and delivered thousands of training programmes and has coached and motivated many management teams, groups and individuals. His training programmes are both structured and clear, designed to help delegates organise their thinking and, wherever necessary, to improve their techniques and skills.

Blogs by Email

Do you want to receive an email whenever we post a new blog? The blogs contain article 5-10 minutes long - ideal for reading during your coffee break!

Further Reading in People Management

• How to Use Behavioural Modification
  It is easy to give in to someone to "keep them quiet" but giving in to bad behaviour will only encourage them to try the same tactic in the future. We explore the causes of bad behaviour and ways to modify the behaviour.
  Read Article >
• How to Tell When Someone is Lying
  Telling lies is part of human nature. Sometimes lying is done innocently, to protect someone's feelings. But what if it involves something more important? Here are some valuable tips to try and decide whether someone is lying to you, or not.
  Read Article >
• How to Manage Difficult People in Meetings
  Unproductive meetings cost time and money. There are five main types of people who may attend your meetings, discover how their personalities could disrupt your ability to hold a productive meeting and learn how to deal with them effectively.
  Read Article >
• How to change behaviour
  Do you realise that when you reward bad behaviour you are positively reinforcing that negative behaviour? Consequently, this will encourage that person to behave in that way again.
  Read Article >
• Better People Management Skills
  Improving your people management skills will help you to make more progress towards your goals. At home too, your happiness is directly related to how much cooperation you can get from your family.
  Read Article >

Looking for People Management Skills Training?

If you're looking to develop your People Management Skills, you may find this People Management Skills Training Course beneficial:

Open Training Course Pricing and Availability

Next Open Course Starts in 12 days, Online - Teams, places available Book Now >