Failing in winning the talents in 2020 3 important motions to re-consider & reason

1. Failing in winning the talents in 2020
3 important motions to re-consider & reason “Derived from Research and Experience”
Nels Karsvang. Denmark, July 2012.

2. 3 important motions
Take time to visit the basic of talent management1,2 & 3 are sources of inspiration
Perhaps you are already doing this?
Defining what a What to do when
talent is? the talent is
What to say to identified?
the rest?
Consider to revisit and
1HarvardBusiness Review July-August 2012. Why top young managers are in a nonstop job hunt. Professor Monika Hamori .Et.al.
2CBS Master theises: Talent Management, A study of the social consequences. Signe Prangsgaard Andersen, Astrid Maria & Kirstine Poulsen. 2009
3The McKinsey Quarterly: The war for talent. ELIZABETH G. CHAMBERS, MARK FOULON. Et. al. 1998.

3. 3 important motions
What to consider in talent management of tomorrow1,2 & 3 are sources of inspiration
Defining what a What to do when
talent is? the talent is
Perhaps: What to say to identified?
You define talents only according to Perhaps
hierarchy and expert perspectives.
the rest? You spend the majority of energy in
Consider: identifying talents and not the time
Perhaps: after.
Define talent according to your vision You choose to keep it a secret in the
and strategy and let it change over time Consider:
organization. But most likely it seeps in Spend time and energy on the period
– it is not static. the organizational cracks.
Find the balance between to narrow a after the identification and initial
definition versus to broad a definition. Consider: training
Go for talents with other career Be honest and communicate openly. Plan for general development and
perspectives e.g. spiral and episodic. Prepare talents on how to act and react specific needs of the individual. Secure
Steer away from making it complex - to others. to include the following:
often there are to many criteria and Let the individual talent choose how and - Mentoring
templates. when to communicate. - Coaching
Reason: To build a superior company value - Support from senior management
You need to avoid creating social proposition – if not already there.
conformity in the minds of the talents it Reason:
kills the very talent that you value. Reason: You want the talents to stay in the
And you need to reduce transactional If you are not open about the talents organization – you need them. ROI
cost e.g. templates. they can’t be seen as valuable and grows.
important.
Organizational learning about handling
of differences within any given group.
1HarvardBusiness Review July-August 2012. Why top young managers are in a nonstop job hunt. Professor Monika Hamori .Et.al.
2CBS Master theises: Talent Management, A study of the social consequences. Signe Prangsgaard Andersen, Astrid Maria & Kirstine Poulsen. 2009
3The McKinsey Quarterly: The war for talent. ELIZABETH G. CHAMBERS, MARK FOULON. Et. al. 1998.

4. Who we are and how to contact us
Frank Dalsgaard Nels Klint Karsvang
frank@willumgaard.dk Nelskarsvang@gmail.com
+45 4242 2459 +45 2466 5258
MSc in sociology (psychology & economic studies) MA in Psychology & Philosophy (Theory of science),
Certified clinical psychotherapist, MPF
http://dk.linkedin.com/pub/frank-dalsgaard/24/4b0/a12 http://dk.linkedin.com/in/nelskarsvangxhumanxresources