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by Paula Quinsee\u00a0<\/p>\n<\/blockquote>\n

Talent Management has been a focus for quite some time now, but\u00a0what we\u2019re really implying is that a candidate needs to have the knowledge, skills and abilities to do the job perfectly from day one. (i.e. a self-starter that can hit the ground running). Instead, what we really\u00a0need to be looking for is not only does a person already know how to do something, but can they also learn it? How flexible and adaptable are they to learning new things whether that be skills, systems or ways of working?
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As we face the ongoing uncertainty and\u00a0shifts in the kinds of jobs available, the people who can learn new skills,\u00a0especially those with\u00a0resilience (adaptability and flexibility), and\u00a0a growth mindset\u00a0will be\u00a0the most valuable and sought after. So how can you tell if someone can learn something? From past experiences and examples or demonstrations of\u00a0knowing similar things. Do they have a history of recovering from setbacks as learning experiences and do they\u00a0have the perseverance and determination to tackle and overcome new challenges?<\/p>\n

Alternatively you can also use assessments to gain deeper insights into a person’s competencies, try the Personal Development Assessment here.<\/p>\n

Addressing the stigma of mental health<\/strong><\/p>\n

With people coming back into the workplace, now is the opportune time for employers\u00a0to address the stigma associated with mental health challenges. When someone is experiencing mental health challenges\u00a0at home or in the workplace, they are at their most vulnerable and most in need of help. However, stigma prevents them from reaching out and this paradox can deepen an illness or trauma\u00a0that is often invisible to others.<\/p>\n

Globally the gender-based violence\u00a0stats have spiked, and some employees are not safe working from home. Not to mention that technology may well have enabled\u00a0remote work but, it has also introduced\u00a0new forms of sexual harassment in\u00a0the virtual world of work.<\/p>\n

Addressing stigma is a collective responsibility across three levels: organizational systems, leaders, and peers and teammates.\u00a0Taking the right kind of actions can shift the narrative\u00a0from one of stigma to support, making support structures\u00a0far more effective, and help ensure the long-term health and commitment of the workforce.<\/p>\n

If you are already implementing hybrid working models, DEI or employee wellness strategies, then now is the time to be\u00a0bold and include stigma as a key focus area.<\/p>\n

Warmly<\/em><\/p>\n

Paula<\/em><\/p>\n<\/div>\n

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