Why concentrate on attracting top talent for your
organization? Miller provides a number
of reasons, but the key point is that top talent helps to create a dynamic
organization. The best people make your
organization the best it can be whether it is for-profit, not-for-profit, or
faith-based. High achievers push all of
us to be better at what we are doing.
Using the “business story” format, Miller
provides an added twist by not only telling the story of a company but also the
story of teen-agers looking for summer jobs so that they can do contribute to a
charitable project with their earnings.
Miller identifies three key motivators for top talent in both situations
as Better Boss, Brighter Future, Bigger Vision.
These are the factors that high achievers seek in the organization. As attested by recent research, it is not all
about the money!
Miller addresses two key items that many
organizations avoid facing. First, do you really want to tackle this issue and
invest the time and resources needed?
One character in the narrative states it very simply: “We only solve the
problems we intend to solve.” The
decision to seek the best people as a means of becoming a better organization
must be intentional. This does not just
happen. If your organization wants to hire
the best people, this must be a clear and non-negotiable goal.
Second, we must acknowledge that people in our
organization, especially high achievers, are thinking about their own
futures. As one person says, “[T]hey
want to know how working here will make them more employable down the road.” While they are contributing in their present
setting, they are committed to their own career journeys. Miller reminds us that there is nothing wrong
with this motivation as long as the person is providing good service to their
present employer while they are developing new skills. Employees who think of each job as a learning
opportunity are usually very highly motivated.
This is the third of Miller’s books on
developing high performance leaders. All
of the books in the series can greatly benefit an organizational leader. Based on sound research and extensive interviews,
the book shares workable principles in an easily accessible format. I also recommend Talent Magnet: Quick Start Guide as an additional learning
tool.
Disclosure
of Material Connection: I received this book free from the author and/or
publisher. I was not required to write a positive review. The opinions I have
expressed are my own. I am disclosing this in accordance with the Federal Trade
Commission’s 16 CFR,Part 255.
Comments