Comments on: The Satans & The Gods of Talent – Part 2 http://talent2value.com/2009/05/30/the-satans-the-gods-of-talent-part-2/ the journey from talent to value. simplified. Tue, 14 Sep 2010 04:35:13 +0000 hourly 1 http://wordpress.com/ By: Tushar Walwadikar http://talent2value.com/2009/05/30/the-satans-the-gods-of-talent-part-2/#comment-53 Thu, 15 Apr 2010 07:00:37 +0000 http://talent2value.com/?p=123#comment-53 Hi,
The answer to your question lies in the talent review process adopted in the organisation. The idea is to create checkpoints in the system that identify trends of downfall in the piepline or stagnancy. This points at inability of the subordinates or a case of talent blockage. By comparing the performance records of such subordinates, it is easy to identify potential talent blockers. Beware that talent blockers often are not aware of this tendency to block talent themselves and completely rationalise their actions. It is the prime responsibility of the senior management to elucidate the benefits of talent acceleration and the bad side of blockage to arrest this tendency.

You can write to me at tusharwalwadikar@gmail.com for futher discussion on the subject.

Thanks for visiting the blog.

]]> By: desitara http://talent2value.com/2009/05/30/the-satans-the-gods-of-talent-part-2/#comment-52 Mon, 23 Nov 2009 09:02:26 +0000 http://talent2value.com/?p=123#comment-52 it would be very kind of you to explain how an organisation can identify the Talent accelerators.

visit our blog at desitara.wordpress.com.
we are a talent portal which aims at promoting talent.

]]> By: tusharwalwadikar http://talent2value.com/2009/05/30/the-satans-the-gods-of-talent-part-2/#comment-42 Sat, 30 May 2009 14:48:34 +0000 http://talent2value.com/?p=123#comment-42 I had come across something which used regretted attrition coupled with exit interview responses as a tool to identify impact on organizational performance. Also attrition can be used to calculate the impact of loss in terms of revenue generated by that employee and also the costs involved in replacement and on boarding. And for employees who are suffering such instances of blockage, employee engagement is a common way of measurement. However not much research exists on establishing statistical relationship between business performance and talent blockage and acceleration. If you find something, do let me know.

]]> By: Hameeduddin A http://talent2value.com/2009/05/30/the-satans-the-gods-of-talent-part-2/#comment-41 Sat, 30 May 2009 14:41:44 +0000 http://talent2value.com/?p=123#comment-41 Nice…

Have there been studies linking the data on talent accelerators (or blockers) to the organizations growth or performance, or even employee satisfaction level?

Also, what i think is that, any metric on talent accelerators/blocker is a direct reflection on the maturity of the organization. I think it is the organization that breeds these varieties based on what is demands of its people. What say?

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