by Paula Quinsee
Talent Management has been a focus for quite some time now, but what we’re really implying is that a candidate needs to have the knowledge, skills and abilities to do the job perfectly from day one. (i.e. a self-starter that can hit the ground running). Instead, what we really need to be looking for is not only does a person already know how to do something, but can they also learn it? How flexible and adaptable are they to learning new things whether that be skills, systems or ways of working?
As we face the ongoing uncertainty and shifts in the kinds of jobs available, the people who can learn new skills, especially those with resilience (adaptability and flexibility), and a growth mindset will be the most valuable and sought after. So how can you tell if someone can learn something? From past experiences and examples or demonstrations of knowing similar things. Do they have a history of recovering from setbacks as learning experiences and do they have the perseverance and determination to tackle and overcome new challenges?
Alternatively you can also use assessments to gain deeper insights into a person's competencies, try the Personal Development Assessment here.
Addressing the stigma of mental health
With people coming back into the workplace, now is the opportune time for employers to address the stigma associated with mental health challenges. When someone is experiencing mental health challenges at home or in the workplace, they are at their most vulnerable and most in need of help. However, stigma prevents them from reaching out and this paradox can deepen an illness or trauma that is often invisible to others.
Globally the gender-based violence stats have spiked, and some employees are not safe working from home. Not to mention that technology may well have enabled remote work but, it has also introduced new forms of sexual harassment in the virtual world of work.
Addressing stigma is a collective responsibility across three levels: organizational systems, leaders, and peers and teammates. Taking the right kind of actions can shift the narrative from one of stigma to support, making support structures far more effective, and help ensure the long-term health and commitment of the workforce.
If you are already implementing hybrid working models, DEI or employee wellness strategies, then now is the time to be bold and include stigma as a key focus area.
Warmly
Paula
International Certified PDA Analyst Training
Make better talent management decisions with scientific insights into individual and team competencies and development areas. Help teams become more cohesive and effective in working together by knowing how to leverage their strengths. Curated for HR, Training & Development, Coaches, Recruiters and Consultants who want to include metrics in their service offering. Interested? More info here.
Sexual Harassment Awareness Training?
How often does your organisation provide Sexual Harassment Awareness training to employees?
Organisations are required to communicate their sexual harassment policies and protocols to their staff to ensure they are compliant with OHSA and legislation. 80% of organisations do not proactively conduct sexual harassment training and are at risk of being non-compliant. Do you need help with your Sexual Harassment training?
Paula Quinsee: Relationship Expert and passionate advocate for creating healthy relationships at home, in the workplace, and against GBV, to co-create a more human connected world and positively impact people’s lives. Paula is also an international speaker and author of Embracing Conflict and Embracing No.
More info: www.paulaquinsee.com Email: paula@paulaquinsee.com
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