Talent management in the XXI: How to drive in Formula 1
Talent management in business is perhaps the area most exposed to adrenaline. As if it were a fierce competition that will offer many surprises, in which it is not always known who will be the direct contender, and that will require making many decisions at more than 100 miles per hour, the task of enhancing human skills in a company it demands a high capacity to mix cold blood, daring and strategy.
In turbulent, uncertain, volatile and complex times, handling the area most subject to human complications requires colossal preparation and sensitivity That may require natural aptitudes from the leader, but that is not enough and that it requires a permanent desire to improve.
Competitors will also be doing it because, it is known, in talent management, you always follow the evolution of the markets, because a product can change overnight, but a work team cannot; not even a single one of its members.
It is explained by Professor Francisco Loscos, from INCAE Business School. Aware that not all professionals have the talent for everything and that the world is going at ever greater speeds, it is convenient to give “vitamins” to the business so that it goes as fast as the market and avoid the lag that is usually generated, or to go ahead and rather set the trends of the markets and, therefore, of the needs of human talent.
"That is why there is talk of a war for talent, because the right talent is scarce", Professor Loscos points out, before noting that all talent management must respond to a business strategy and to different needs and moments, so each company must know how to identify what type of human skills it needs to bring the rhythm to the market or, if it is possible, wear it on the leash.
“Talent leaders who are open-minded are required to maintain a culture of innovation, because the market never disappears, it only evolves. What disappears are the products. The markets may be the same as 100 years ago. Now we have Netflix with the video store market of 30 years ago. Before they were vinyl records and now there are digital download platforms. It is another way of reading the environment and knowing how to connect it with talent ”, illustrates Professor Loscos.
For this reason, it is important to see crises -such as those that occur from time to time due to digitization- as opportunities to refine the sense of business in talent management, in such a way that is seen from the sense of the strategies and objectives of the company, not as an area governed by human sensibilities and impulses.
To do this, says Loscos, it is necessary to know in which direction it is going. As the cat told Alice in "wonderland". You need to know where you want to go and then make decisions about the path and how to get there.
Decisions about the necessary talent will be made on this phase, capabilities that can be reoriented or just discarded, according to the type of organization. Above all, it will be about discovering talent, aware that the same talent does not work the same in all places, that context matters. "Messi, the brilliant Barcelona footballer of Spain is not the same in his team, Argentina," exemplifies Loscos.
“We must not seek to attract talent, but to discover. It is not retaining talent, it is challenging it (especially in new generations). Nor is it developing talent, but connecting it " in time and space, adds the teacher. And this, like the triumph in Formula 1, is not achieved by pure instinct.