It is embarrassing to be tapped as a “thought leader” when the output of trying to write my Recruiting Trends inaugural post is a waste-paper basket full of candy wrappers and a mind numbed with hyperglycemic confusion. If you could just see this “thought leader” in action! On my hands and knees I am reduced to digging through discarded pay stubs to recover half-scratched notes tossed out two hours ago, trying to work out what I was thinking when, for a brief moment before the sugar kicked in, I thought I had a thought…
Teaser scribbled under the heading, The Talent Management Time-Bomb:
If metrics is to planning what sourcing is to search, and assessment is to performance management what leadership development is to succession planning,’ then isn’t that like saying ‘if you keep doing what you’ve always done, you’ll keep getting what you’ve always got’ because ”past performance is no guarantee of future results?
Now that’s a doozey, huh? Try this, scribbled on the back of another:
If the personnel department [the Reagan/Bush years] preceded strategic HR [the Clinton years] then what does talent management [the GW years] precede?
I do hope all this A-musing will keep my detractors off the scent of a post published a year ago to the day of my scheduled debut on Recruiting Trends in which I said:
Thought leadership” is one of the phrases, like “best-of-breed” and “mindshare” that have an Orwellian ring about them that simply agitates the rebel in me. I know that those things in of themselves are not bad, no more than seed-money is sleazy, but anything that suggests that my brains need to be scrambled as part of a leadership strategy leaves me, well, muddled.
To my own defense, that post was written in a similar state of sugar-induced confusion, all “thunked out” I was.
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