• #HRTechChat: Four Harsh Truths and Finding Your Brilliance

  • 2024/09/05
  • 再生時間： 27 分
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#HRTechChat: Four Harsh Truths and Finding Your Brilliance

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  • Welcome to Podcast 6 of The Five Talents that Really Matter. Over the last 5 podcasts, I have wondered -- "What happens if you do not possess the talents that really matter?" It goes without saying that there are people in leadership positions today that do not possess those talents. So, we arrive at the Four harsh Truths: 1. Not everyone is or can be a leader. If you go into any organization, you can quickly see those that are leaders versus those in leadership positions that do not have the natural talents to effectively lead. In earlier podcasts, we talked about the fact that talents are innate. They are consistent over time and resistant to change. They are pervasive—present in our daily work and personal lives. In a world of nature versus nurture—innate talents are nature. Barry makes the point in this episode that organizations must stop lying to their employees and telling them that everyone can be a leader. Everyone has their level – and people can still make significant contributions to their organization without occupying a leadership role that doesn’t suit their natural dispositions. 2. We might never solve the lack of workplace diversity. Organizations have disproportionately hired in favor of a privileged group. We know that the biases that cause discriminatory hiring do not change through training programs. Your organization does not need a Chief Diversity Officer to take the right actions, but you should be well-versed in psychometric assessment as an important step toward mitigating unchecked biases that disadvantage talented candidates. 3. Leadership characteristics are hard to develop. Leadership cannot be taught to those who do not possess the natural talents to succeed. Barry and Sarah remind us that if everyone could learn leadership, we would not see such a dearth of Talent at the top of companies. 4. Personalities and Talents aren’t the same thing. Here is the takeaway that is significant—If you want to use assessments that matter, predictability is the key—results should be stable over time, and they should be valid predictors of performance. Talent assessments are not the same thing as a personality inventory. Talent assessments that are built to measure potential and predict success are more reliable, valid, and fair. Join Barry Conchie and Sarah Dalton for the discussion on the Four Harsh Truths—and learn about how you can be brilliant and contribute even if you do not possess the Five Talents that Matter.
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あらすじ・解説

Welcome to Podcast 6 of The Five Talents that Really Matter. Over the last 5 podcasts, I have wondered -- "What happens if you do not possess the talents that really matter?" It goes without saying that there are people in leadership positions today that do not possess those talents. So, we arrive at the Four harsh Truths: 1. Not everyone is or can be a leader. If you go into any organization, you can quickly see those that are leaders versus those in leadership positions that do not have the natural talents to effectively lead. In earlier podcasts, we talked about the fact that talents are innate. They are consistent over time and resistant to change. They are pervasive—present in our daily work and personal lives. In a world of nature versus nurture—innate talents are nature. Barry makes the point in this episode that organizations must stop lying to their employees and telling them that everyone can be a leader. Everyone has their level – and people can still make significant contributions to their organization without occupying a leadership role that doesn’t suit their natural dispositions. 2. We might never solve the lack of workplace diversity. Organizations have disproportionately hired in favor of a privileged group. We know that the biases that cause discriminatory hiring do not change through training programs. Your organization does not need a Chief Diversity Officer to take the right actions, but you should be well-versed in psychometric assessment as an important step toward mitigating unchecked biases that disadvantage talented candidates. 3. Leadership characteristics are hard to develop. Leadership cannot be taught to those who do not possess the natural talents to succeed. Barry and Sarah remind us that if everyone could learn leadership, we would not see such a dearth of Talent at the top of companies. 4. Personalities and Talents aren’t the same thing. Here is the takeaway that is significant—If you want to use assessments that matter, predictability is the key—results should be stable over time, and they should be valid predictors of performance. Talent assessments are not the same thing as a personality inventory. Talent assessments that are built to measure potential and predict success are more reliable, valid, and fair. Join Barry Conchie and Sarah Dalton for the discussion on the Four Harsh Truths—and learn about how you can be brilliant and contribute even if you do not possess the Five Talents that Matter.
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