Hello Lillian & Brittany,<\/p>\n
I have enjoyed your dialogue regarding the TSL approach to viewing talent as an invaluable resource in our organizations. Feel free to check out their discussion, here<\/a> & here<\/a>.<\/p>\n Appreciating Talent<\/strong><\/p>\n Call it my inexperience or boil it down to a millennial\u2019s entitlement, but I have long held a desire to have my boss approach me<\/em> to talk about career development. In my last organization, I was a small cog in a giant machine. Our organization had many needs, but seemingly nowhere to go (career advancement-wise). In the back of my mind, I wished for someone on our management team to determine a new strategic direction or focus upon which to move us all forward (See \u201cPeople are Part of the Solution,\u201d Boyder, 2018). Could a new initiative open up the potential for career advancement or even provide a lateral move more fitting to an employees’ gifts and talents?<\/p>\n The problem in our organization was a strong gravitational pull towards the status quo. We were conditioned to avoid causing ripples. Similar to Brittany\u2019s organization (Mann, 2018), our organization relied on a few executives for decision-making\u2014leaving the rest of us (read: stakeholders) in the dark about changes coming down the pipe. On occasion, even staff roles changed without discussion with the employee.<\/p>\n As a TSL, I want to appreciate the talent placed under my care. Kaye & Giulioni (2012) observe the key to helping employees grow and develop in their careers is by merely keeping the conversation open: \u201cWhen it comes to the manager\u2019s role<\/strong> in [career] development, talk is actually the most precious<\/strong> and results-driving commodity you have to share\u201d (p. 16-17).<\/p>\n It seems so obvious<\/em><\/strong> to state that intentional conversations\u00a0can make an employee feel valued\u2014however, TSLs add value\u00a0to conventional leadership methods when they exercise mindfulness. Our employees want to know they matter\u2014and we owe it to them to champion their development in any way we can.<\/p>\n As Lillian has alluded to in her blog: if championing an employee means letting them go, then TSLs have an opportunity to help employees leave well.<\/p>\n References<\/strong><\/p>\n Boyder (2018). A perspective on the influence of TSL on the strategic process || BT1. Retrieved from https:\/\/create.twu.ca\/lboyd79\/2018\/10\/09\/blog1-bt1\/<\/p>\n Kaye, B., & Guilioni, J. W. (2012).\u00a0Help them grow or watch them go: Career conversations employees want<\/i>. San Francisco, CA: Berrett-Koehler.<\/p>\n Mann, B. (2018). Response to a perspective on the influence of TSL on the strategic process || BT1. Retrieved from https:\/\/create.twu.ca\/brittanysportfolio\/2018\/10\/12\/311\/<\/p>\n","protected":false},"excerpt":{"rendered":" Hello Lillian & Brittany, I have enjoyed your dialogue regarding the TSL approach to viewing talent as an invaluable resource in our organizations. Feel free to check out their discussion, here & here. Appreciating Talent Call it my inexperience or boil it down to a millennial\u2019s entitlement, but I have long held a desire to […]<\/p>\n","protected":false},"author":958,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":true,"jetpack_social_options":{"image_generator_settings":{"template":"highway","default_image_id":0,"font":"","enabled":false},"version":2},"jetpack_post_was_ever_published":false},"categories":[100,96,99],"tags":[],"class_list":["post-353","post","type-post","status-publish","format-standard","hentry","category-business-non-profit","category-ldrs501","category-post-2-1","post-preview"],"jetpack_publicize_connections":[],"jetpack_featured_media_url":"","jetpack_sharing_enabled":true,"jetpack_shortlink":"https:\/\/wp.me\/paiZEv-5H","_links":{"self":[{"href":"https:\/\/create.twu.ca\/chris\/wp-json\/wp\/v2\/posts\/353","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/create.twu.ca\/chris\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/create.twu.ca\/chris\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/create.twu.ca\/chris\/wp-json\/wp\/v2\/users\/958"}],"replies":[{"embeddable":true,"href":"https:\/\/create.twu.ca\/chris\/wp-json\/wp\/v2\/comments?post=353"}],"version-history":[{"count":7,"href":"https:\/\/create.twu.ca\/chris\/wp-json\/wp\/v2\/posts\/353\/revisions"}],"predecessor-version":[{"id":360,"href":"https:\/\/create.twu.ca\/chris\/wp-json\/wp\/v2\/posts\/353\/revisions\/360"}],"wp:attachment":[{"href":"https:\/\/create.twu.ca\/chris\/wp-json\/wp\/v2\/media?parent=353"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/create.twu.ca\/chris\/wp-json\/wp\/v2\/categories?post=353"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/create.twu.ca\/chris\/wp-json\/wp\/v2\/tags?post=353"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}