Only You Can Prevent Talent Fires

 
I recently scheduled a coaching update for a client I’m working with and his boss, the CEO. This CEO has a huge job, and tons of competing priorities. He’s growing the business, fixing issues, responding to issues raised by his Board, and generally operating at a sprint. I expected that this leader wouldn’t have time to review his leader’s coaching progress, but he surprised me. This CEO said that of all the work he does, his involvement in his leader’s development was the most important focus for the future of the business. This leader who puts people first, protecting his business for the future, inspires me.
 
I’ve been thinking lately about “Talent Fires”; someone quits, someone gets fired, business grows and you need people, fast. Once the fire starts, we chase around trying to put it out by hiring as fast as we can, avoiding performance management, or promoting people before they’re ready. Of course, it doesn’t have to be this way. Devoting time and energy to your people strategy gives you protection for your future. Easier said than done! With so much pressure on us to deliver results today, it’s tough to dedicate time to your people strategy, since we know that it won’t pay off until the future.
 
You know that the best team wins. Here’s how to get that team, and still get the rest of your job done:

• Get your top performers ready, fast. Identify what they need to learn, and give them the experiences they need to learn it in a safe environment. Focus your time and energy on the people who will make the difference for the business, just as you’d focus on your most important customers.
• Outsource! Invest in leadership coaching for your high potential managers (or yourself!) to accelerate their readiness, and keep them engaged.
• Build your bench: identify great players that you want on your team, and build relationships now so they’re ready when you need them. (You gotta eat – lunch? Coffee? This is a great time to multi-task.)
• Spend some time each week looking for “smoke” – what’s about to catch fire? How’s morale? Who is at risk of quitting? How’s your bench looking? 15 minutes of reflection will save you great pain later.

 
You don’t have to be a firefighter to be a hero. Like the CEO who sees developing talent as his top priority, you’ll be a hero for your business when you focus on the fuel for your business, not the fire.
 
I’d love to hear your tips: how do you grow your team for the future while you deliver results today?
 
 

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