If we were to ask ourselves what is the key element, capable of developing and maintaining the growth potential of an organization in these globalized times of accelerated changes, where should we look for it? On the side of technology, capital, information? Or should one focus on other paths?
According to the latest searches (Executive Search) carried out by the agencies in charge of recruiting executives to fill relevant positions, these would be oriented towards the talent factor.
The focus would be on this human ability that old, so essential and also, so rare.
What is meant by talent when we refer to business or organization? Are you referring to the exhaustive technical knowledge of the position to be filled? Yes of course. Would the sagacity of having strategic thinking imply? Without a doubt yes.
But the concept of business talent goes further, it is necessary to add to what was said in the previous paragraph a difference that becomes crucial, when it comes to results.
That difference contains the following aspects:
- Ability to get excited about the task Transcendent conception of the job role focused on productivity Promotion of teamwork, the cornerstone of the corporation.
Teamwork-the cornerstone
Today, more than ever, in corporations individualism has given way (out of absolute necessity) to interpersonal collaborative practices. If you reflect, ideas move from mind to mind and, undergoing different processes, innovation never has such a degree of purity that something can be thought of as the product of a unique originality. Even the great discoveries and inventions of science and technique did not start from scratch.
One of the aspects of business talent, then, would be the ability to collaborate. Being able to think within a human network, pursuing a common vision.
People who can position themselves within a corporation acting in a collaborative role, possess a recently named ability: emotional intelligence and its derivative, social intelligence.
With great intuitive skill, they are able to accurately interpret the human context from which they operate, quickly grasp the location of the organizational culture at stake, and from there, generate the agglutination necessary to achieve the critical mass that enables the alignment that all vision requires. business.
His emotional intelligence, at the same time, has a starting point, the key to human interaction: the ability to listen to the other. That ability has become a value in itself.
The ability to listen:
How do you listen to the other?. Making a small or great effort. Running from himself, putting off the cataract of words that inevitably come to his mouth when he hears something that he did not expect to hear, be it a dissent, a new idea, or anything else that has an unfavorable impact on the ears.
As soon as the interlocutor in front registers this listening, feels recognized in his words, opens a mental space for conversation and dialogue changes, communication begins to flow through different channels, and the first necessary condition for working in team: conversations suitable for coordinating actions, capable of transforming ideas into reality, saving another missing resource, time.
If the above becomes a particularity of the team, the group identity is obtained, the interpersonal cement of a highly competitive team.
A small scheme helps to understand how the said concepts are linked:
collaboration- emotional intelligence- listening skills - highly
competent teams- intelligent organization -better results.
The organization as a network of conversations:
The new management literature conceives organizations as networks of conversations. In them we have those relating to coordination of actions, negotiations, conflict resolution and all imaginable.
The more talented communications are (in terms of the concept of talent explained above), the more successful the organizational destination will be in terms of results.
While it is true that listening skills, collaboration, and the concept of teamwork can be cultivated and developed across the entire staff (it is ultimately part of organizational learning) there are individuals who would seem to bring that inscribed social skill to their chromosomes. and they would only have to develop and perfect it, which they do with pleasure, dedicating time and effort. They understand that they are not without mistakes and that the question is to learn continuously. They accept (it takes them a while) that perfection is only reserved for the gods and then they seek excellence, which is different and is obtained with training.
The dictionary tells us about talent: "set of natural gifts."
If this virtue is cultivated in the path of self-knowledge and leadership, we will have extraordinary abilities in an executive that will make that difference of which we spoke.
Added to his entrepreneurial spirit, sense of transcendence, technical skills and mastery of strategic thinking, we will have the people we are looking for.
As leaders they will be able to guide groups and individuals, be creators of corporate creativity and inspirers of personal leadership in each person with whom they interact.
As you can see, finding is not easy, talent conceived in such a way constitutes a necessary good, scarce… but not impossible.
