Too few companies pay enough attention to allocating effectively the internal talent they have. This is true even in the cases where considerable time is spent identifying and recruiting high potential people and the value of talented people is understood within the organization.
Journalist Annukka Oksanen and a group of experts examine what a successful career looks like in the 2010s. Can a career be planned? What happens to the career path, when money and rising up the ladder aren’t the only defining factors?
Talent can no longer be reduced merely to a list of competencies. According to Riitta Lumme Tuomala, Director, Russia, Talent Management, Marketing and Alumni Relations at Aalto University Executive Education, leading and spotting talent takes fresh thinking and boldness.
”Talented workers join companies and stay there because they believe they learn faster and better than they would in other companies.”
John Seely Brown, John Hagel, Lang Davison in the Power of Pull
According to my study plan I should be much further with my writing than what the present situation is. But I guess this is how it will be until the final goal is reached. Presumably I should add “hopefully” to “reaching the goal”…