Another key responsibility of a leader is managing talent. Managing talent consists of selecting a diverse and exceptionally proficient staff and growing talent from within to remain adaptive to changing environmental needs. Managing talent is important at NMU, and the role you play is critical to our success.
Providing you with the tools necessary to optimize the performance of each of your employees is our goal.
Selection criteria - You first need to identify what knowledge, skills and abilities are needed for specific job requirements. This is your selection criteria. It is important that the requirements are objective and job-related. It is critical that you do this initially so you can remain focused as you move through your staffing plan. (Tip: Review the leadership role Structuring Work)
Recruitment - Once you have the selection criteria for a particular position, the next step is to decide whether you want to seek applicants internally, externally or through a combination of both approaches. (Please contact Human Resources for collective bargaining agreement provisions, if applicable.) Your recruitment plan should be specific to the job vacancy. Keep in mind you want to attract qualified applicants and have them stay and be a meaningful addition to your group. You want your recruitment plan to be accurate and yet attractive to work at NMU. You might want your advertisement to really sell the position and why someone would choose NMU as a career choice.
Selection - Now that you have a diverse pool of applications to sort through, remember your selection criteria and review the applications. From those applications, choose the top four or five that you would like to find more information on. You can either do a phone interview at this point, or just bring them on to campus for a face-to-face interview. From the interviews, if one applicant doesn't stand out above the others, pick the top two or three to come in either for a face-to-face interview, or a second interview, depending on what you opted to do in the first set of interviews.
To help guide you through this process, please review the links to The Selection Process and Behavior Based Interview Questions.
Development - Your vacancy is filled! Now you want to ensure you give your employee the tools and resources he/she needs to be successful in this position. As you coach your employee, notice their strengths and build on them. Incorporate their strengths into tasks. This leads to meaningful performance management. Coach, counsel, encourage or even discipline as needed. This helps employees learn and grow. Be sure to watch for succession planning opportunities while engaging talent.
The best leaders attract and energize others. The lack of sufficient leadership potential is the greatest growth-limiting factor for company's today. Key responsibilities of every leader are to be actively involved in identifying individuals with potential and coaching people to shine.
Priority Behaviors of a Leader
- provide feedback and support to maximize performance
- identify and utilize the strengths of others
- use personal influence to motivate employee's energy towards goals
Holding People Accountable
create a culture of accountability
- define clear results
- define the actions required to achieve the results
- identify the beliefs that produce these actions
- create experiences that instill the right beliefs
(Emerald City, Connors and Smith)
- create a culture of accountability
- recruit and develop the best people
- create a committed culture