Senior management are recognizing that their talent bank will be greatly depleted if they do not help people fulfil their potential.
Fundamentally talent management needs attention to make it happen. It also needs a holistic approach. As with customer service, quality standards and health and safety, you cannot just give the responsibility to one person. There has to be a belief and a commitment from the CEO and the executive right through the line management to the newest recruit.
Individuals joining an organization need to feel that they are valued and that their contribution will make a difference. It is easy to say that this is happening, but far harder to have concrete evidence.
In any discussion about talent management or management of high potential it is important first to emphasize the development of all individuals. No organization should focus all its attention on developing only part of its human capital. What is important, however, is recognizing the needs of different individuals within its community.
Talent management is not about a special few people. Real talent management is about playing to everyone's strengths; it is about championing diversity and encouraging creativity and innovation, but above all it is working to create an environment where the organization buzzes with energy and people have a sparkle of anticipation when they enter their workplace.
Being responsible for creative and innovative ways of managing and growing talent can be exhilarating. Individuals also need nurturing. Like plants they should be free to grow, but they need nourishment and daily watering with positive feedback if they are to thrive.