It Just Takes One
“We sometimes feel that measured against the vastness of our universe, our existence is of very little consequence. The known universe contains several billions of galaxies, which are each in turn, composed of several billions of stars. Astronomers speculate that beyond what we are able to observe, thousands of light years away. exists a universe that continues into infinity.
To grasp the concept of infinity, try to imaging the number of grains of sand in all the beaches and all the deserts of the earth, Thousands of billions? Billions of billions? Yet, if only one of those grains of sand were to work it way into some delicate piece of machinery, it would be enough to cause it to seize up.
Regardless the size of our presence here on earth, each of us has the potential to influence the workings of the world around us.” – Jocelyn Pinet, Speaker and Consultant, Quebec, Canada
I have studied a bit the world of systems thinking and how each of us, each individual within a unit – family, business, department, community – has the potential to seriously impact the workings of that unit. A systems thinking approach to business and talent management allows for us to consider how all parts of that business are interrelated and affect processes and outcomes, negatively or positively. I have even written about it here in a Systems Thinking Approach to Business. It is actually quite difficult for me to not consider systems thinking in the processes and designs of my work day and and the many projects that I take on.
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An Employee = A Magnificent Crystal
In thinking about Jocelyn Pinet’s metaphor of stars versus sand and how a simple grain of sand can effect processes, Alain Latry considers this, “How companies regard their human resources has evolved. They understand that each grain of sand has the potential to turn into a magnificent crystal and that it is up to their leaders, supported by their HR departments, to discover and promote the talent of each employee for the benefit of all.” I agree that this is a true statement, but is it happening? Are companies and their HR departments actually considering the talent and potential talent within their ranks? I fear and believe that the daily grind of business operations far supersedes thinking about future operations and how to develop from within.
An Organization’s Greatest Asset
Back when I first started recruiting for healthcare organizations, I came across an interesting book by Charles S. Lauer called Decency. It was basically an invitation to view and lead the greatest asset of any organization, its people, differently. “Make your workers the stars. Good leadership means cultivating and motivating your family of employees.” I had the great opportunity to meet Mr. Lauer at a conference years ago and as he looked in my eyes while he shook my hand, I believed him – I believed what he believed about good employees and good leaders and I re-c0mmitted myself to quality first in all I do. A job worth doing is worth doing well. And while the job I was doing at the time was hiring for hospitals and healthcare organizations – that particular talent management lesson has stuck with me through numerous career incarnations and I am sure will go with me to my grave. People are a company’s greatest asset – so do right by the people. Sounds like a great way to start a company or a country, for that matter, eh?
It is Why I Write, It is Why I Work
Quality. It is not a mystery or a lost art, it can be achieved in all we do – all that we commit to. Especially in how we hire and how we retain those hires. I want to be a part of what shouldn’t be a revolution: Raising the Employee Experience. We’ll uncover disgraces, in addition to jobs well done. Let me know what you think or if you have your own story – happy to listen or share it here, as well.
“Leaders don’t force people to follow, they invite them on a journey.” – Charles S. Lauer
Join me on my journey!
by Rayanne Thorn
Talent Management Series
Part 1: The Greatest Challenge for Businesses Today? Talent Management
Part 2: Successful Talent Management Requires Creative Retention
Part 3: Culture Breeds Commitment: The Truth about Talent Loyalty
Part 4: 5 Simple Reasons You Didn’t Get The Job
**Some information presented in this series comes from the book, Ups and Downs of Talent Management in Challenging Business Environments. If you’d like a free copy of this quick read, please email me at firstname.lastname@example.org and I will be happy to send you a copy. Thanks!