Then, the guests shared quite differentiated definitions of talent from one’s own business practice in an intensive dialogue. “As the impulse in the general definition of talent talent is an above-average performance requirement of a person” (source: Wikipedia). Staff developers and consultants discussed with each other, for example, what is a talent to a talent. Some of the participants, led by individual properties of the talent. A talent show for example skills such as self responsibility and self leadership, tenacity, willingness to learn, hard work but also a clear perspective for own career path. A talent to draw on a strong motivation.

It show the willingness at all to want to provide their own competences. Also the motivation to want to be better than others and have ever more of the job, to want to do a talent to a talent. Furthermore, the discussion partners agreed that it needed the appropriate environment to support talents. It would, for example, on a clear requirements definition and meaning-making as a guide. The handling of talent was always dependent on the relevant companies and corporate values. A participant commented in the context that talents are identified and evaluated always against the background of the skills, knowledge, and the expected behavior that pretends the company itself and communicate for example, leadership and performance criteria.” “A participant asked after it in the round: the talent in the person or the person is it?” This question simply resulted in a philosophical psychological excursion into the common discussion. “Another participant raised the thesis: not everyone has talent or not everyone is a talent?” This question especially on pages of users, so the internal company personnel development in the round, to lead a lively discussion. This about in the background, means this is a central question in the design of talent management in enterprises and immediate influence has, how and with what audiences talent management is implemented.

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