The turbulence that is 2020 rocked many a boat, but the seas will calm. When they do, what kind of talent will it leave in its wake?
We have a unique opportunity to fish over stocked waters. Highly capable and skilled workers are crowding the job posting sites looking for a position that will pay the bills and (if they’re lucky) help them thrive.
Jim Collins already taught us that going from good to great means getting the right people in the right seats.
How can you catch and cultivate the very best?
Thaw out. Hiring freezes can help give a company time to stabilize during uncertain times, but don’t let it freeze you out of getting the best talent. Right now is a great time to take a look through that stack of resumes or cast your net into the job posting forums.
Use the yellow Employee Input sheet as part of your hiring process. That will give you an opportunity to see how the potential worker views themselves and their contribution, understand how they’ve developed skills and professional networks, and what they want from their careers.Get what you need. Ask your managers what they need on their teams. They’ll know what skills and qualities would augment their efforts. See if they have a list of people that would be ideal to start developing for higher roles or if there’s anyone that should move to another team.
Using Catalytic Coaching, you’ll already have a documented history of career aspirations, strengths, and insight your managers can leverage. Ask the administrator of the Catalytic Coaching Online software to pull reports for you based on the “What I want to be when I grow up” section of the yellow Employee Input Sheet, the Strengths and/or Focus Areas of the blue Coaching Worksheet, or the goals in the green Development Plan.
If you don’t have anyone that would fit the bill already, then it’s time to start fishing.Hit the ground running. Don’t wait to start Coaching that new talent. Have their managers get the process started in the first 30 days. The Coach may not have a history with that person, but they’ll know what they need of them and they’ll already have some insight from using the yellow Employee Input sheet during hiring. Use the Focus Areas to paint a picture of success and where it can take them.
When they see you care enough to Coach and feel empowered to develop their own path, they’ll become invested in the company’s success. They’ll take pride in their part.Cultivate from within. Chances are that you already have some amazing people working for you, but they may need some extra polishing to truly shine. Be sure your company’s pivots haven’t left your Coaching behind. Update everyone’s Focus Areas and empower them to create Development Plans that will really plug into your organization’s needs.
Learn to say good-bye. Not everyone is going to be with you for the long haul. Sometimes people have to move on. Maybe the position you can offer just isn’t what this employee wants. Sometimes they just can’t make the contributions the company needs from them. No matter what the reason, sometimes we have to say good-bye.
Using the Catalytic Coaching process, you can identify those under performers, give them the opportunity to quickly correct course, and amicably part ways if needed.
Don’t be sad though. This gives you the opportunity to fill that position with someone that can truly thrive in it.
Easier said than done, right? Not when you set yourself up for success.
Lean on your company’s Coach2 to really be that Coach of Coaches. They can help managers identify Strengths and Focus Areas, polish Coaching sheets and conversations, guide training for new hires, and navigate a Job Threatening situation.
Need a Coach2? Maybe your Coach2 needs a refresher?
We have one more opportunity to invest in a Coach of Coaches in 2020. Our Catalytic Coaching Mastery Program hosts it’s final session of the year coming up in November. Visit catalyticcoaching.com/masteryprogram for details.
Garold (Gary) Markle is the creator of Catalytic Coaching and author of Catalytic Coaching: The End of the Performance Review. He brings real world experience from 17 years in HR leadership in major corporations coupled with 20 years of teaching small and mid-sized organizations how to cultivate their leadership and ditch their detrimental performance reviews for a proven Coaching process.
Book Gary to speak to your audience about speeding your pace of significant change.
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