With information doubling at the speed of light (at least it seems that way when reading all the alerts and ezines that hit my email In Box each week), it does appear staying ahead of the flow is required for those engaged in business innovation.
Those who understand the words of Marcel Proust "The true voyage of discovery is not seeing new landscapes, but seeing the same landscapes with new eyes." are ahead of the game.
And the game is always changing. For the last decade, talent management has become a mantra for many. Terms within this area of performance improvement include human capital, business intelligence and employee retention.
This is why this recent article at ERE intrigued me. The discussion by author John Zappe examined this new term of Talent Intelligence.
For the last 20 plus years, I have observed how talent is misused. The wrong people in the wrong seats on the bus so to speak to paraphrase Jim Collins in Good to Great.
My observation and that of one of my colleagues, Jay Niblick president of Innermetrix and author of What's Your Genius, is that people focus far too much on what they do wrong and on their weaker talents than focus on what they do well that being their stronger talents. And in some cases, they will turn non-talents (not necessary for their current roles) into weaknesses.
Part of this is due to negative conditioning from early childhood. The other part is the focus on improving our weaknesses from our school education.
Just imagine what would happen if all this misdirected money, emotions and energies were redirected to knowing what we do well? Then we could choose exactly what talents could take us from where we are to where we want to be. Finally, we could create a plan of action to "Make it so" as Captain Picard from Star Trek Enterprise so often said. (I really miss that series.)
Where would business innovation be if these actions were taken?
Unfortunately, most people do not know their talents or lack talent intelligence. To correct this situation begins by assessing where individuals are now so they can know their talents and how those talents affect their decision making styles as well as their levels of optimism and pessimism. There are several instruments out there than can assist in what is really a performance appraisal of talent intelligence.
Possibly in the future, talent intelligence quotient (TIQ) will be more important than IQ or emotional intelligence (EQ). However right now, the first step is to identify the talent intelligence within your business and then use that information to propel your voyage of business innovation forward.
By : Leanne_Hoagland-Smith
Those who understand the words of Marcel Proust "The true voyage of discovery is not seeing new landscapes, but seeing the same landscapes with new eyes." are ahead of the game.
And the game is always changing. For the last decade, talent management has become a mantra for many. Terms within this area of performance improvement include human capital, business intelligence and employee retention.
This is why this recent article at ERE intrigued me. The discussion by author John Zappe examined this new term of Talent Intelligence.
For the last 20 plus years, I have observed how talent is misused. The wrong people in the wrong seats on the bus so to speak to paraphrase Jim Collins in Good to Great.
My observation and that of one of my colleagues, Jay Niblick president of Innermetrix and author of What's Your Genius, is that people focus far too much on what they do wrong and on their weaker talents than focus on what they do well that being their stronger talents. And in some cases, they will turn non-talents (not necessary for their current roles) into weaknesses.
Part of this is due to negative conditioning from early childhood. The other part is the focus on improving our weaknesses from our school education.
Just imagine what would happen if all this misdirected money, emotions and energies were redirected to knowing what we do well? Then we could choose exactly what talents could take us from where we are to where we want to be. Finally, we could create a plan of action to "Make it so" as Captain Picard from Star Trek Enterprise so often said. (I really miss that series.)
Where would business innovation be if these actions were taken?
Unfortunately, most people do not know their talents or lack talent intelligence. To correct this situation begins by assessing where individuals are now so they can know their talents and how those talents affect their decision making styles as well as their levels of optimism and pessimism. There are several instruments out there than can assist in what is really a performance appraisal of talent intelligence.
Possibly in the future, talent intelligence quotient (TIQ) will be more important than IQ or emotional intelligence (EQ). However right now, the first step is to identify the talent intelligence within your business and then use that information to propel your voyage of business innovation forward.
By : Leanne_Hoagland-Smith
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