Shift focus to talents

Condense, simplify and speak as briefly as possible. Have the courage to speak in grade-school language. Carmine Gallo talks on the benefits of brevity in communication. 

Reason, in short attention span very few things could get read and understood because time is money.

 Now the giant corporates while speaking in public follow a separate measure and in practice its different, as monsoon meltdowns were well pronounced this July. 

 The UK PM’s resignation and the no deal of Musk and twitter, had the social media at buzz. Sharper focus and more hunger are the key words in current situations. As Sundar Pichai remarked Scarcity breeds clarity in his Google meet before announcing the job cuts. 

Well indeed everyone in these dispiriting times are looking forward to not worsening climate change, war in Europe, record inflation and deadly political polarization and job cuts. But to better economic times, where companies streamline and consolidate initiatives which are relevant and purpose driven. And to achieve this retain, sustain and hire worthy talents. 

 Individuals with unique talents can profoundly affect the value and even the nature of the work their organizations produce. As the knowledge economy has shown a mighty shift towards the business economics, people with rare expertise with skill set have become powerful.

 If a Pharma company loses its star Scientist, it will change its research program. Similarly, if a hedge fund loses its investment guru, it will need to alter its approach to investing. And in entertainment business if a platform loses its subscribers it has to reschedule its content library to vet the investors. 

 As technology and innovation have modernized the capital markets, it’s time to shift focus from Capital to talent. The earnings of talents in most domains over the few decades have not matched topflight manager’s ability to extract value. When it comes to managing star employees the secret to success is making them feel valued individuals with reasonable compensation. Talented people invest huge stores of energy and emotion in developing their skills so that they will succeed at highest level. By the same token though, they want input into how to apply those skills and further strengthen them. 

 Here is a classic case study: Eric Yuan, who was turned down for a visa eight times before getting one to work in the United States. He also had to overcome a lack of English-language skills to get a job at the videoconferencing company Webex. Once there, he performed in such an outstanding fashion that he helped Webex become the leading videoconference platform and earned the position of VP of engineering at the tech giant Cisco Systems, which had purchased Webex. Yuan saw the emergence of smartphone-based videoconferencing as both a threat to and an opportunity for Webex, and in 2010 he proposed rewriting the platform to make it phone-friendly. According to Yuan, his proposal got no traction at the company. Less than a year later, he left to start Zoom, which has gone on to displace Webex as the dominant videoconferencing application. 

The requirements for talent management If you rely on these people for outstanding organizational performance, you must treat them as valued, unique individuals. Never dismiss their ideas, never allow their progress to be blocked, and never miss the chance to shower them with praise when they succeed. Management in the modern economy may feel daunting. 

In order to optimize the culture of your organization, it does start at the top. And the best cultures are run by leadership teams that are actually operating as teams -- not just working groups. As Patrick Lencioni says, teamwork is not a virtue, it is a strategic choice.