Looking for Great Talent? Look for Potential


"The cover article in the June issue of Harvard Business Review is titled “The Big Idea: 21st-Century Talent Spotting.” Since all of us as managers are constantly on the lookout for talent, the title, of course, grabbed my attention. The author, Claudio Fernández-Aráoz, a senior adviser at a global executive firm, boldly claims that potential is “the most important predictor of success at all levels.”"

Fernández-Aráoz says that potential is the fourth era of talent spotting. Here are the previous three:

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No More HR Terrorism


"In yesterday’s Advisor, we featured consultant Tim Sackett’s What the CEO Wishes HR Would Do. Today, HR terrorism and Sackett’s 6-step program for HR managers."

How is HR a terrorist? HR tends to use the law as a hammer, Sackett says. “No, you can’t do it; it’s against the law.” A better approach is, “Yes, you can do it, but we put ourselves at risk for an expensive and prolonged lawsuit.”  You be the CEO’s risk advisor; he or she can decide whether to accept the risk.

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CEO: Here’s What I Wish HR Would Do!


"What’s the CEO’s view of HR? asks consultant Tim Sackett. “If I had a gun with two bullets, and I were in a room with Hitler, Bin Laden, and Toby, I would shoot Toby twice!” Michael Scott (The Office). It’s about like that, Sackett says."

How did we get to this point? Sackett (www.timsackett.com) asks. He says, “Check out the graphics below. Don’t try to read them, just glance and ask whether your CEO wants to look at them.” (Sackett offered his tips during the recent SHRM annual Conference and Expo in Orlando.)

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Termination Danger—4 More Sins


"In yesterday’s Advisor, we presented termination sins 1 to 6; today, we have sins 7 to 10, including the old favorite, documentation, documentation, documentation.)"

Boss: Documentation, schmockumentation; this guy’s a poor performer and I want him gone today.

The trouble with this scenario—terminating with no backup evidence of poor performance—is that there is usually documentation that shows good performance. Typically, since the person hasn’t been terminated before, his or her performance reviews read “good” or “satisfactory.”

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‘I am appalled’ by SHRM/HRCI Brouhaha (Talk-Back)


"We got a large number of comments responding to last week’s epinion concerning the brouhaha brewing over SHRM’s decision to start offering its own certifications, in competition with HRCI. [See the original post here.] None of the comments is positive and most of the negativity is directed toward SHRM."

Two readers cleverly turned the sample question against SHRM. (See “Back at You” below.) Here are the responses:

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I am appalled at these two are having such a dispute. They should find common ground for the benefit of Advancing the Profession. Grow Up!

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