MAY 2023HR TECH OUTLOOK8A recent McKinsey report highlighted that CEO´s have the "talent leadership pipeline" on the very top of their strategy; however, they also state a significant lack of qualified people to fill the relevant positions. For instance, within the Danish robotics industry, they could employ 600 talents if the "right" people were actually available. Likewise, in the enterprise we represent, the question on the agenda is: "do we have the right people, in the right place, at the right time--both now and in the future." Hence, the "why" of talent management is often agreed and there seems to be common understanding that having talented people is a competitive advantage in many industries. However, the answers to "how we cultivate talent" or "what is talent" are far more complicated when you really dig into the potential answers.How We Understand and Interpret the words "Talent Influences the Way We Operate Around it"Developing a clear definition of talent has turned out to be a difficult task for researchers. Despite 1800 articles published on talent development in 2018 within sport, no universal definition has been established; highlighting that working within the field of talent is multifaceted and complex. Let us briefly look to the origin of the term and how we can understand it.The term talent was used first in the bible (Adamsen, 2016) where, the parable can be summarized to: a "lord" gives three servants respectively 5, 2 and 1 talent each. Hereafter, two of the servants decide to invest the talent. Few years after they doubled the amount of talent, the third servant, though, had kept his talent and dug it into the ground. The lord praised the two first for their use of the talents, but punished the third servant, took his talent, and dismissed him for further service. The most widespread interpretation of this story is, that talent is a gift meant to be used (in this parable invested by the servants).However, there might be another side of the coin. Why did the lord silently expect servants to invest their talents and take a risk? How would the story had been told, if the two first came back with nothing, or less than they initially had? If we only interpretate the story so that talent is up to the individual to grow Joachim Nisgaard, Senior Director, Head of Talent Management & Learning, Salling GroupByFROM MANAGING TALENT TO CULTIVATING TALENT DEVELOPMENT ENVIRONMENTSand realize, we put all responsibility on the individual. And research shows us that this is not a sound method. Instead, we should perceive talent management as a social affair, where we focus on the relationship between the lord, the servants and the context.Talent Management is a Social AffairOverall, we can divide research in talent management within three overarching positions.The first is the biological perspective and the idea that talent is primarily innate and Joachim Nisgaard
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