Has Your Talent Strategy “Jumped the Shark”?
Posted in Talent Management on May 6th, 2010 by Lois Melbourne – Be the first to comment
First, what does “jump the shark” mean? It was a term coined in Hollywood for the episode of a TV show where you knew the show was past its prime and it started doing crazy, stupid stuff, off on a mission to get ratings back. It started with the Happy Days ™ (© 2009 CBS Studios Inc. All rights reserved.) episode where Fonzie, played by Henry Winkler in leather jacket and swim trunks, jumped over a shark while on water skis. Diminishing returns ensued.
Are you measuring various elements of your talent strategy and trying anything to desperately put a kick into the numbers to get them to go in the right direction? Or, worse yet, are you not measuring at all, but continually reinventing projects to improve engagement, increase retention, or some other initiative? read more »
Recently, I shared some of my 
Talent movement can tell you more than you think about your organization, yet many businesses don’t plumb its full depth. Talent movement statistics have more to offer than just the basics of whether your employees are leaving on their terms or yours. With some deeper analysis, you can actually improve business performance. I recently sat down with Dr. Kevin Carlson, Associate Professor of Management at Virginia Tech, to discuss the topic of monitoring talent movement and why it’s a key factor in effective workforce planning and management. He shared his insight into how businesses can analyze employee movement to maximize business performance in specific areas of their organization. 
Talent and succession management may be unfamiliar ideas to many business leaders, but when they are likened to more recognizable business concepts – like financial budgeting and sales pipelines – they not only quickly become clear, but clearly necessary. The 30-Minute Guide to Talent and Succession Management by Doris Sims does exactly this; concisely demonstrating how important and easy it is for every organization to create and maintain talent and succession management plans. And, yes, it really can be read in about half an hour. 
