In the words of legendary college basketball coach, John Wooden, “Not every coach can win with talent, but no coach can win without it.”
When we use the word, “talent” we mean the inherent potential for excellence. “Aptitude” and “giftedness” are good synonyms.
Too often, recruiters and hiring managers establish unnecessary requirements for candidates, such as “3 to 5 years of experience” or “must have a bachelor’s degree.” Unnecessary requirements create barriers and shrink the size of your candidate pool. They cause you to overlook great candidates.
Listen in to our podcast as Kim Turnage and I discuss how hiring for talent will increase the diversity in your organization while simultaneously improving team performance.
Was there a time in your career when someone recognized your potential and gave you an opportunity even though you lacked the preferred experience? That’s what we’re talking about in this episode. How can you spot potential and have the confidence to bet on that person in spite of their lack of experience? Tune in to find out.
On all our podcasts and blog posts, you have an opportunity to talk back to us through comments and emails. We hope to hear from you! Until next time, manage to make a difference every day!
Larry Sternberg, J.D. and Kim Turnage, Ph.D.
This post highlights Chapter 19 of Managing to Make a Difference (Wiley), a handbook for hitting the sweet spot of middle management. Click here to see posts on previous chapters. Next up: Emphasize the Why. Connect with Kim Turnage and Larry Sternberg on LinkedIn to see their latest updates.